Amlan Haque, Mario Fernando and Peter Caputi
The dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work…
Abstract
Purpose
The dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions.
Design/methodology/approach
This paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways.
Findings
A shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism.
Research limitations/implications
The implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention.
Originality/value
The systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.
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Salehin Ahmadi, Ubada Aqeel and Shikha Gera
The learning objectives have been prepared following Bloom’s taxonomy (Bloom et al., 1956). After completing the case study, the students will be able to identify and recall the…
Abstract
Learning outcomes
The learning objectives have been prepared following Bloom’s taxonomy (Bloom et al., 1956). After completing the case study, the students will be able to identify and recall the prerequisites necessary for establishing a pathology laboratory. (knowledge); analyze the micro- and macroenvironmental factors considered by Mr Sabihul Haque in the development of the strategic plan for Healthcare Laboratories (HCL) (knowledge and application); explain the key components of the Porter’s value chain and their significance in the operation of HCL (comprehension and evaluation); use the TOWS analysis to map the internal strengths, weaknesses, opportunities and threats of HCL (application and synthesis); and analyze the challenges faced by protagonist in managing HCL and generate suggestions for addressing the challenges (analysis and synthesis).
Case overview/synopsis
HCL, an enterprise established in 2018 in Sahdeo Khap, Gaya, Bihar, India, aims to provide high-quality pathological diagnostic services in semi-urban and rural areas. This health-care initiative is pioneering, offering pathology services to make high-quality, low-cost diagnostic services accessible in rural India. In rural settings, numerous health-care hurdles make it challenging for individuals to access the care they need. Since its inception, HCL has expanded its reach to connect more areas, facilitating diagnostic services for people in remote regions. The establishment of laboratories in semi-urban areas aims to reduce patient travel time, costs and health risks by bringing services directly to their doorstep. Haque, the chief executive officer of the lab, grappled with multiple challenges, including selecting an appropriate location for the lab, recruiting and retaining skilled workforce, managing logistics supply, collaborating with local health-care providers, dispelling the stigma among the population that superior services are only available in cities and enhancing health literacy in rural communities. Following numerous meetings with Ms Ummati Naiyyer, head of operations, they worked collaboratively to address these challenges, developing a blueprint and future plan to operate services in rural areas. This case study provides insights into the obstacles faced by HCL striving for success in rural areas. It elucidates the beneficial application of the Porter’s value chain, along with an analysis of macro- and microenvironmental factors. Unique challenges such as societal stigma and mistrust are specifically emphasized. Students engaging with this case study will enhance their problem-solving skills through brainstorming and providing recommendations, contributing to potential solutions for HCL’s difficulties.
Complexity academic level
The teaching notes for the HCL case is designed to enhance the learning experience of undergraduate and graduate students within the context of the course. This case study serves as a valuable teaching tool, allowing students to apply theoretical knowledge to real-world scenarios in the health-care industry. The notes provide a framework for instructors to facilitate discussions, encourage critical thinking and promote a deeper understanding of key concepts related to establishing diagnostic laboratories in rural areas.
Supplementary materials
Teaching notes are available for educators only.
Subject code
CSS3: Entrepreneurship.
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Amlan Haque and Sardana Islam Khan
Limited empirical research has been conducted on the mediational influence of employees' intent to quit (IQ) and strategic human resource management (SHRM) to examine…
Abstract
Purpose
Limited empirical research has been conducted on the mediational influence of employees' intent to quit (IQ) and strategic human resource management (SHRM) to examine meaningfulness in work (MW) and job satisfaction (JS). Applying the psychological contract theory (PCT), this paper aims to explore the relationships among SHRM, IQ, MW, and JS; and the mediational influence of IQ on the relationship between SHRM and MW.
Design/methodology/approach
This paper examines a proposed hypothesised model with a two-stage technique of structural equation modelling, including four propositions. A web-based survey including a pilot test was directed to collect data targeting a sample of 200 full time Bangladeshi employees.
Findings
The results indicate that SHRM has significant effects on employees' IQ and MW, and IQ has a partial mediational impact on the direct relationship between SHRM and MW. Moreover, employees' IQ on MW was negative, and MW on JS was significantly positive among Bangladeshi employees.
Practical implications
This paper suggests that organisations aiming higher MW and JS should encourage SHRM and align their HRM functions accordingly. Furthermore, the implications of the study results can help organisations and HR managers to recognise the adverse effects of IQ on MW and the effective implementation of SHRM for higher MW and JS.
Originality/value
Despite the significant relationship between HRM and employee motivation, limited empirical research has been conducted on the mediational influence of IQ from PCT. Therefore, this paper examines the unique mediational role of IQ on the relationship between SHRM and MW, which has not been utterly observed from a developing nation's employee perspective.
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Presenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships…
Abstract
Purpose
Presenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships among presenteeism, job satisfaction (JS), and employee turnover intentions (ETIs), and the mediational influence of JS on the relationship between presenteeism and ETIs.
Design/methodology/approach
A web-based survey, including a pilot test, was administered to collect data targeting a sample of 200 full-time Bangladeshi employees. With a two-step method of the structural equation modelling technique, this paper examines four hypotheses among the variables of presenteeism, JS and ETIs.
Findings
Significant negative relationships were identified between presenteeism and JS, as well as between JS and ETIs. Further investigations showed a significant positive relationship between presenteeism and ETIs. Notably, presenteeism on ETIs was found to be fully mediated by JS.
Practical implications
The study results suggest that presenteeism can be detrimental to both JS and ETIs among Bangladeshi employees; however, a reduction in rates of presenteeism can be achieved if employees' JS is valued and increased. Both the theoretical and managerial implications, including future research opportunities, are discussed.
Originality/value
Following the SCT, this paper extends the knowledge of presenteeism in a non-Western context. It is also a first reported empirical study among Bangladeshi employees demonstrating the influence of presenteeism and its detrimental effects on employees' motivational behaviour. This study makes a unique contribution to the presenteeism literature by examining JS and ETIs from the perspective of SCT.
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Applying the job-demand resources model and the psychological contract theory, this paper aims to examine the mediating influence of employee turnover intentions (ETI) on the…
Abstract
Purpose
Applying the job-demand resources model and the psychological contract theory, this paper aims to examine the mediating influence of employee turnover intentions (ETI) on the relationship between strategic human resource management (SHRM) and perceived organisational performance (POP).
Design/methodology/approach
With a two-phase data-collection method, 200 complete responses were collected through an online questionnaire survey. This study applied a structural equation modelling to examine the multivariate associations and provided comprehensive outcomes for the proposed hypothesised model.
Findings
This study suggests that SHRM has direct significant effects on both ETI and POP; partial mediational effect on POP via ETI; and ETI has negative effect on POP.
Practical implications
This paper suggests that organisations aiming higher POP should encourage SHRM and improve their strategic approaches of HRM. The implications of the study results can help organisations to recognise the adverse effects of ETI and effective SHRM outcomes.
Originality/value
Despite the significant relationship between HRM and organisational performance, limited empirical research has been conducted on the mediational influence of ETI. This paper examines the unique meditational role of ETI on the relationship between SHRM and POP, which has not been utterly observed from employee perspective.
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Amlan Haque, Mario Fernando and Peter Caputi
Drawing on social learning theory, the purpose of this paper is to explore the mediational effect of affective commitment on the relationship between responsible leadership and…
Abstract
Purpose
Drawing on social learning theory, the purpose of this paper is to explore the mediational effect of affective commitment on the relationship between responsible leadership and intention to quit.
Design/methodology/approach
This study applied a two-step process of the structural equation modelling technique to test the proposed hypothesised model. A web-based survey was administered to collect data targeting a sample of 200 full-time Australian employees.
Findings
The results suggest that responsible leadership significantly influences employees’ affective commitment and their intention to quit. As predicted, both responsible leadership and affective commitment negatively influenced intention to quit. Notably, the direct influence of responsible leadership on intention to quit was found to be partially mediated by employees’ affective commitment.
Practical implications
This study shows how leaders can expect to reduce employees’ intention to quit by leading responsibly through valuing employees’ affective commitment.
Originality/value
This study makes a unique contribution to responsible leadership literature by linking it with social learning theory. Moreover, there are only a handful of studies examining responsible leadership and its influence on employees’ behavioural outcomes. This study extends the limited understanding of responsible leadership and its relationship with affective commitment and intention to quit.
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Amlan Haque, Md Shamirul Islam and Gazi Farid Hossain
Grounded in social cognitive theory, this study examines the role of responsible leadership in enhancing the reputation of universities within Bangladeshi higher education…
Abstract
Purpose
Grounded in social cognitive theory, this study examines the role of responsible leadership in enhancing the reputation of universities within Bangladeshi higher education. Specifically, it explores the antecedents, outcomes and moderating factors influencing university reputation by connecting it with responsible leadership, teaching satisfaction, and faculty academic performance.
Design/methodology/approach
Data were collected from a web-based online survey of 388 faculty members across public and private universities in Bangladesh. Structural equation modeling was used to test the hypothesized relationships.
Findings
The study shows that responsible leadership significantly improves university reputation and faculty teaching satisfaction. Teaching satisfaction influences reputation but does not moderate the link between leadership and reputation. Surprisingly, university reputation does not significantly affect faculty’s perceived academic performance, underscoring the complexity of the reputation–performance relationship in the Bangladeshi context.
Practical implications
Universities should prioritize responsible leadership to enhance faculty satisfaction and institutional reputation. Leadership training, faculty support initiatives and resource allocation toward teaching excellence are recommended to maximize impact, as reputation does not directly influence academic performance.
Originality/value
This study applies social cognitive theory to investigate the dynamics between responsible leadership, faculty satisfaction and university reputation in a developing country. It contributes by uncovering the complex and indirect pathways through which leadership impacts academic environments, providing actionable insights for higher education leadership and policymaking in resource-constrained settings.
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It has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual…
Abstract
Purpose
It has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual model, based on the resource-based view (RBV), to address the pandemic crisis and highlight the importance of strategic human resource management (SHRM) in promoting employee motivation and organisational resilience. The paper aims to provide insights and practical guidance for organisations to leverage their internal resources and capabilities to thrive in the post-pandemic landscape.
Design/methodology/approach
This paper conducted a comprehensive literature review of the existing research on the impact of the COVID-19 pandemic, SHRM, RBV, job satisfaction, turnover intentions and organisational resilience, covering the main contributors to this research stream and their findings.
Findings
The conceptual model presented in this paper offers five testable propositions to examine the impact of the COVID-19 pandemic on employee motivation and organisational resilience and how organisations can navigate challenging times through SHRM, which enables RBV. It highlights the foundational role of RBV and identifies the resources employed by SHRM as intervening constructs that significantly enhance employee outcomes, including motivation, job satisfaction, turnover intention and organisational resilience.
Practical implications
The proposed model counsels that organisations need to look beyond the straightforward application of SHRM and should enable the RBV climate to protect and uphold employee motivation and organisational resilience. Finally, measurement and analysis implications are presented for future research opportunities and managerial interventions to mitigate the impact of difficult times such as the COVID-19 pandemic.
Originality/value
Currently, there is a lack of research regarding the conceptualisation of the COVID-19 pandemic and its impact on employee and organisational resilience. Therefore, the proposed model discusses the significance of the alignment of SHRM and RBV as a moderator of the relationships between the impact of COVID-19 pandemic, employee motivation and organisational resilience.
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Md Shamirul Islam and Amlan Haque
This paper aims to examine the role of responsible leadership in faculty readiness for online crisis teaching (FROCT) in higher education institutions (HEIs). Additionally, the…
Abstract
Purpose
This paper aims to examine the role of responsible leadership in faculty readiness for online crisis teaching (FROCT) in higher education institutions (HEIs). Additionally, the paper investigates the mediating effect of teaching satisfaction on the relationship between responsible leadership and FROCT.
Design/methodology/approach
An online survey was conducted to collect responses from 437 faculty members from Bangladeshi HEIs. A partial least square structural equation model was employed to examine the research hypotheses.
Findings
Responsible leadership has no direct relationship with FROCT; however, responsible leadership increases teaching satisfaction. Teaching satisfaction acts as a significant mediator between responsible leadership and FROCT. A symbiotic relationship between responsible leadership and teaching satisfaction is essential for improving FROCT. The findings of this study, in general, emphasise the importance of teaching satisfaction in facilitating the implementation of the responsible leadership model in HEIs.
Originality/value
Despite numerous studies on faculty online teaching, extant literature lacks empirical evidence on the relationship between responsible leadership, teaching satisfaction, and FROCT in HEI settings. This study provides evidence for implementing the responsible leadership model in developing countries' HEIs.
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The study explores the current research trends within the responsible leadership (RL) domain and proposes a future research agenda by conducting an extensive review of past…
Abstract
Purpose
The study explores the current research trends within the responsible leadership (RL) domain and proposes a future research agenda by conducting an extensive review of past research. The study aims to understand recent developments in theories, constructs and contexts in RL literature.
Design/methodology/approach
Scopus database is used for the data collection on RL and patterns from 1998–2022. In total, 138 articles were covered for a systematic literature review (SLR) of RL behaviors. Further, the search was extended, and 109 more articles were included for bibliometric analysis of RL using R software. In total, 247 papers were reviewed.
Findings
The results present the consequences and antecedents of RL behaviors with external and internal stakeholders. Literature also indicates that researchers are more attentive to empirical studies with internal stakeholders, such as responsible leaders' impact on employee outcomes. Among theories, stakeholder theory's normative integrative and instrumental perspectives are used with RL.
Research limitations/implications
The first limitation of the study is that this study collected data only from the Scopus database and the choice of language was English. Future studies may use other databases, languages and keywords. Instrumental and integrative RL behavioral styles would help balance organizations' financial and social goals.
Originality/value
This research enhances the literature on RL by combining content and bibliometric analysis to develop a more systematic and comprehensive understanding of integrative and instrumental leadership behaviors.