Osama Sam Al-Kwifi, Hamid Mahmood Hamid Gelaidan and Abdulla Hamad M. A. Fetais
Halal markets are rapidly growing in terms of market size and global coverage; therefore, there is a critical demand to have a deeper understanding of the consumption behavior of…
Abstract
Purpose
Halal markets are rapidly growing in terms of market size and global coverage; therefore, there is a critical demand to have a deeper understanding of the consumption behavior of Muslim consumers. This study aims to explore the influence of using the Halal logo on Muslim consumers’ attitudes toward food products using the neuroscience technology of functional magnetic resonance imaging (fMRI).
Design/methodology/approach
The theory of planned behavior represents the foundation of this research, where consumer attitudes during an fMRI experiment were evaluated based on two different groups of images: images of just the Halal logo and images of meat labeled with the Halal logo. The study used the blocked design approach to track brain responses produced from displaying the two groups of images to study participants, where brain activity represents participants’ attitudes toward selecting the products.
Findings
There were no significant variations in brain activity when participants viewed Halal and non-Halal logos; in contrast, there were significant brain changes in the ventromedial prefrontal cortex region when meat images were labeled with Halal and non-Halal logos. This suggests that the Halal logo only has an influence on perception when it co-occurs with a product.
Research limitations/implications
Tracking Muslim consumption patterns is important for managers to be able to establish strategies to target Muslim consumers. This study uses a unique technique to study the behavioral attitude of a rapidly growing market segment, which can help marketing managers tailor their advertisement strategies to be more effective.
Originality/value
Previous research on the consumption of Halal products uses conventional approaches to study the influence of the Halal logo; however, to the best of the authors’ knowledge, this study is the first to explore the influence of the Halal logo on Muslim consumers’ attitudes using fMRI technology.
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Hamid Mahmood Gelaidan, Abdullah Kaid Al-Swidi and Mohammed A. Al-Hakimi
The importance of innovation has attracted growing attention due to the complex and rapidly changing business environment. This study aimed, first, to examine the joint effect of…
Abstract
Purpose
The importance of innovation has attracted growing attention due to the complex and rapidly changing business environment. This study aimed, first, to examine the joint effect of servant and authentic leadership (AUL) styles on employee creativity (EC), second, to examine the direct and mediated effect of servant leadership (SL) on employees' innovative work behaviour (IWB), third, to examine the effect of EC on IWB and finally, to investigate the moderating effect of creative self-efficacy (CSE) on the relationship between AUL and EC.
Design/methodology/approach
A quantitative approach was used, and the data were collected from 446 employees in the Qatari public sector. The data were then analysed by employing partial least squares structural equation modelling (PLS-SEM) using SmartPLS software to validate the measures before testing the proposed model.
Findings
The results of this study emphasized the strong hypothesized link between EC and IWB. It also endorsed the mediating role of EC between SL and IWB and the moderating role of CSE in the AUL-EC relationship.
Originality/value
The originality of this study comes from various aspects. First, it is unique in separately examining EC and innovation and the link between them. Second, it investigates the joint impact of servant and AUL styles on EC. Third, it explores the mediating role of EC between SL and IWB. Fourth, the moderating effect of CSE on the AUL-EC link also was examined to gain a full understanding of the relation effect. Finally, the value of the current study also comes from the integration of the triangular theory of creativity, SL and AUL theories and self-efficacy theory to explain the proposed model of the study. Moreover, this study serves as a guideline for decision-makers on how to enhance IWB among employees by focusing on leadership programmes and the creative and innovative culture.
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Jaithen Alharbi, Hamid Gelaidan, Abdullah Al-Swidi and Abubakr Saeed
This study aims to investigated the control mechanisms of headquarters exercised over their subsidiaries and is conducted with the help of primary data.
Abstract
Purpose
This study aims to investigated the control mechanisms of headquarters exercised over their subsidiaries and is conducted with the help of primary data.
Design/methodology/approach
The headquarters–subsidiary model used in this study has four components of control in it: personal centralised control (PCC), bureaucratic formalised control (BFC), output control (OUT) and informal control (INFO). These controls (as an agency mechanism) provide a solid platform on which other mechanisms can be built. Using a data collected from 147 multinational enterprises (MNEs) operating in the Kingdom of Saudi Arabia, the influence of each of these factors on this selection is empirically tested with the help of primary data.
Findings
The study found that Anglo-Saxon countries heavily use impersonal types of control mechanisms, specifically bureaucratic formalised control and output control. Compared to the USA, the level of control in Oriental subsidiaries is less; or, put differently, the latter enjoy a greater degree of autonomy than US subsidiaries. The complementarities of these control mechanisms may be linked to earlier studies that show that successful organisations combine tight control with more open, informal and flexible information and communication exchanges. A focus that bends too much towards formal control or too much towards informal control may threaten a company’s existence. This research provides an empirical explanation on this premise.
Research limitations/implications
The methodology adopted for this study can be extended for similar studies in the Middle East or in Gulf Council Cooperation countries.
Practical implications
The study show that MNEs from different countries often have different dominant control mechanisms and organisational models. This is partly due to different industry distributions, but it is also related to cultural/societal differences between countries. These differences should be considered when searching for a partner in cross-national mergers and acquisitions. Failure to do so could hinder the successful operation of a merger that seems to be perfect from a financial and competitive point of view.
Originality/value
The study explored variations in the extent of control mechanisms, according to country of origin and organisational characteristics, in a challenging country of domicile. This empirical work not only replicates earlier studies, retesting propositions encountered in the existing literature, but also sheds new light on the challenges of doing business in the Gulf region, and the consequences of the large scale usage of expatriates.
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Leonis Marchalina, Hartini Ahmad and Hamid Mahmood Gelaidan
This study examines the influences of personality traits on the employees' commitment to change that moderated by the organizational culture. The employee's commitment to change…
Abstract
Purpose
This study examines the influences of personality traits on the employees' commitment to change that moderated by the organizational culture. The employee's commitment to change is important for the large companies to sustain in the global economy.
Design/methodology/approach
The quantitative data were collected from the employees in the large companies that are listed in Bursa Saham Kuala Lumpur (BSKL) Malaysia. The research used a simple random sampling and a cross-sectional survey.
Findings
The results showed there is a relationship between the personality traits and the employees' commitment to change, moderated by the organizational culture.
Research limitations/implications
This study implies that both practitioners and leaders need to review how they could increase the employees' commitment to change in the companies based on the various personalities.
Originality/value
The originality of the study is the establishment of the instruments and theoretical building on the personality traits, organizational change and employees' commitment to change.
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Hamid Mahmood Gelaidan, Glenn Houtgraaf and Osama Sam Al-kwifi
This study examines the effects of perceived leadership styles on the perceived creativity and innovation of public servants working in a rapidly developing country while shedding…
Abstract
Purpose
This study examines the effects of perceived leadership styles on the perceived creativity and innovation of public servants working in a rapidly developing country while shedding light on the internal causal dynamics of these effects.
Design/methodology/approach
Survey data are collected from 568 Qatari public servants working in a variety of public sector organizations. Data are analysed using structural equation modelling (SEM) employing SmartPLS.
Findings
A significant relationship between perceived leadership styles and public servants' self-perceived creativity is found, with psychological empowerment as a mediating variable. Public servants that perceive their leaders as conveying transformational, transactional and servant leadership styles are found to have significantly higher self-perceived creativity, whereas authentic leadership does not have a significant positive effect. This finding indicates that transformational, transactional and servant leadership styles appear to impact public servants' creativity. This impact corresponds with findings from research on the relationship between leadership styles and creativity in the private sector. The results of this study confirmed the mediating effect of psychological empowerment, apart from authentic leadership.
Originality/value
The findings shed light on the relationship between perceived leadership styles and the self-perceived creativity of public servants working in a rapidly developing country, its causal dynamics and how these effects relate to corresponding findings in the private sector. The ensuing practical implications offer guidelines on how to organize leadership to maximize creativity and innovation in the public sector, especially in rapidly developing countries.
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Hamid Mahmood Gelaidan and Aliyu Olayemi Abdullateef
The purpose of this paper is to empirically examine the effects of relational support, educational support and self-confidence on entrepreneurial intentions of undergraduate…
Abstract
Purpose
The purpose of this paper is to empirically examine the effects of relational support, educational support and self-confidence on entrepreneurial intentions of undergraduate business students in a university.
Design/methodology/approach
To empirically validate the conceptual model and test the hypothesised relationships, the authors collected data from 227 business students at an AACSB-accredited university in Malaysia through random sampling.
Findings
The results were based on analyses from structural equation modelling using the SmartPLS software. The findings show that entrepreneurial intention of business students is significantly influenced by educational and relational support; however, the moderating effects of self-confidence in the relationship between educational support, relational support and entrepreneurial intention are not significant. The paper clearly shows that relational and educational supports are two important factors that can influence the entrepreneurial intention of university students.
Originality/value
This research contributes to literature on entrepreneurial motivations and intentions through its empirical findings of the hypothesised relationships. It theoretically contributes to existing knowledge by integrating relevant themes from entrepreneurial motivations theory and the theory of planned behaviour. Finally, it offers alternative recommendations to university authorities and policymakers about business students’ entrepreneurship intention.
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Nurul Liyana Mohd Kamil, Anas Mahmoud Salem Abukhalifa, Anis Eliyana and Andika Setia Pratama
The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological…
Abstract
Purpose
The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological empowerment. Relying on social exchange and self-determination theories, the present research examined the associations between these key elements in organisational dynamics.
Design/methodology/approach
Two waves of data were obtained from 325 supervisor-subordinate dyads working for 15 nonprofit organisations.
Findings
The results uncovered a significant and positive connection between leaders with a strong servant mindset and employees' organisational citizenship and innovative behaviour. Psychological empowerment was found to serve as a mediator in the anticipated correlations. Cultivating leaders with an enduring servant attitude was found to significantly boost employees' organisational citizenship and innovation, supported by improved psychological empowerment.
Originality/value
This study is distinctive as it fills a gap in research on the relationships between servant leadership, psychological empowerment and work outcomes in the global nonprofit sector, particularly in the Eastern context. This disposition, when given the opportunity, will contribute to strengthening working productivity.
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Aliyu Yelwa Haruna and Govindan Marthandan
This study aims to examine the impact of foundational competencies on work engagement in the context of the Malaysian small and medium enterprises (SMEs) service sector.
Abstract
Purpose
This study aims to examine the impact of foundational competencies on work engagement in the context of the Malaysian small and medium enterprises (SMEs) service sector.
Design/methodology/approach
This is a cross-sectional study conducted in Malaysia, and data were gathered via a survey on 312 employees representing SMEs service sectors. Partial least squares techniques were used in testing the hypothesized linkages.
Findings
The findings indicated that foundational competencies have a significant positive effect on work engagement.
Research limitations/implications
Considering the research approach, generalizing the findings of this study must be done with caution. Longitudinal data are recommended, as these could provide additional support to the results. Further studies can as well extend the framework by testing whether job resources play a positive role in enhancing the relationship between foundational competencies and work engagement in Malaysia.
Practical implications
The findings suggest that foundational competencies positively relate to work engagement. Therefore, training and coaching sessions could be organized by managers/policy makers to enhance these competencies, which will strengthen work engagement and career development of the employee; it may specifically be very helpful for fresh graduates whose careers would have just started.
Originality/value
To the authors’ knowledge, this is the first attempt to examine the effect of American Society of Training and Development foundational competencies on work engagement in SMEs in Malaysia.
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Ataul Karim Patwary, Mohd Fadil Mohd Yusof, Derweanna Bah Simpong, Siti Fatimah Ab Ghaffar and Muhammad Khalilur Rahman
Despite the significant economic contributions of the tourism and hospitality industry, it is also considered an emerging concern for its negative impact on the environment. This…
Abstract
Purpose
Despite the significant economic contributions of the tourism and hospitality industry, it is also considered an emerging concern for its negative impact on the environment. This study investigated the association between green inclusive leadership (GIL), green human resource management (GHRM), and employee proactive pro-environmental behaviour (PEB). The study also investigated the mediating effect of GHRM between GIL and proactive PEB.
Design/methodology/approach
Hotel employees in Malaysia were the respondents in this study. The researchers used a cross-sectional approach and partial least squares-structural equation modeling (PLS-SEM) to analyse the data.
Findings
Results found a significant relationship between GIL, GHRM and proactive PEB. Findings of the study revealed that GHRM significantly meditates the relations between GIL and proactive PEB.
Practical implications
This study presents practical implications for the hotel industry by encouraging employees' environmentally responsible behaviour. Enlightening the role of environmentally open and accepting ways to promote positive employee behaviour is of considerable practical use not solely for the organisations but additionally for culture as a whole.
Originality/value
Theoretical contributions are made by constructing a new structural model supported by the theory of planned behaviour (TPB) and the induction of GIL, GHRM, and proactive PEB and measuring the factors simultaneously. The study further established the mediating role of GHRM between GIL and proactive PEB.
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Muhammad Zada, Jawad Khan, Imran Saeed and Shagufta Zada
This study investigates the link between servant leadership and project management effectiveness in developmental projects in non-governmental organisations (NGOs). Further, this…
Abstract
Purpose
This study investigates the link between servant leadership and project management effectiveness in developmental projects in non-governmental organisations (NGOs). Further, this study examined the mediating role of conflict resolution and moderating role of organisational culture.
Design/methodology/approach
A three-wave survey of 288 non-governmental organisation (NGO) employees was used to evaluate the hypotheses. Hierarchical regression analysis and Hayes' PROCESS macro technique were used for data analysis.
Findings
In this study, servant leadership positively affects employee project management effectiveness in developmental projects in NGOs, and conflict resolution mediates the relationship. Furthermore, the results show that organisational culture moderates the positive relationship between servant leadership and employee project management effectiveness. Moreover, the authors investigated the hypotheses via a moderation mediation model. The strength of the mediated link between servant leadership and project management effectiveness (via conflict resolution) depends on organisational culture strength.
Practical implications
Leaders that practice servant leadership care for their employees genuinely and serve them by allowing them to make their own decisions. Every organisation may benefit from this leadership style since it encourages project effectiveness
Originality/value
New empirical data from this study suggests that servant leadership positively and substantially affects employee project management effectiveness in developmental projects in NGOs.