Taghrid S. Suifan, Hannah Diab and Ayman Bahjat Abdallah
The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job…
Abstract
Purpose
The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context.
Design/methodology/approach
The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses.
Findings
The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect.
Originality/value
The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.
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Rateb Sweis, Hannah Diab, Firas Izzat Mahmoud Saleh, Taghrid Suifan and Samer Eid Dahiyat
Since conducting the literature review revealed that assessing quality in secondary schools has been an unexplored territory, and where most educational service quality research…
Abstract
Purpose
Since conducting the literature review revealed that assessing quality in secondary schools has been an unexplored territory, and where most educational service quality research studies have mainly focussed on assessing quality from a student’s perspective in higher education, comes into play with a two-fold objective: first, to identify the quality dimensions most vital to students in a developing country such as Jordan, and then to develop a framework consisting of these dimensions; and second, to investigate the extent of satisfaction of students enrolled into international qualifications in Jordan by measuring the gap between expectations and perceptions. The paper aims to discuss these issues.
Design/methodology/approach
A focus group meeting consisting of experts in the field of secondary school education, specifically in internationally recognized qualifications, was conducted. These expert’s objective input helped develop the framework for assessing quality in secondary schools.
Findings
A framework was developed specifically to suit private secondary schools in Jordan with reference to the SERVQUAL model. The resulting questionnaire is intended to be distributed to over 200 students enrolled in an international qualification program among private schools in Jordan.
Research limitations/implications
The framework could be considered as a form of reality check for schools supplying school administrations in Jordan with a suitable tool to measure whether they are exceeding their students’ expectations. This framework might not be applicable to public schools in Jordan, since it was customized to be applied in schools who have adopted international qualification(s).
Originality/value
This study contributes to quality service research that addresses the context of high schools in a developing Middle-Eastern country.
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Rateb J Sweis, Firas Izzat Mahmoud Saleh, Samer Eid Dahiyat, Nadia J Sweis, Rawan Ali Saleh and Hannah Diab
The purpose of this paper is to aggregate significant part of debates in the field of International Non-Governmental Organizations (INGOs) toward performance improvement by…
Abstract
Purpose
The purpose of this paper is to aggregate significant part of debates in the field of International Non-Governmental Organizations (INGOs) toward performance improvement by benchmarking of the Total Quality Management (TQM) practices, and to propose TQM-Benchmarking model as a seed for future research in the context of INGOs.
Design/methodology/approach
TQM practices for INGOs were first identified based on critical synthesis of the literature for both, existing for-profit TQM literature and the INGOs field-specific quality and accountability frameworks, initiatives, and practices (Jordan introduced as an example) followed by solicitation of the opinions of experts and colleagues through personal interviews and focus group discussions to define the proposed TQM-Benchmarking model.
Findings
TQM-Benchmarking model of six practices vital to INGOs performance are proposed by this review including leadership and management commitment, beneficiaries focus and participation, partnership management for sustainability, human resource (HR) focus, process management and learning and continuous improvement, and use of quality information.
Originality/value
While TQM practices succeed in improving performance of for-profit organizations, this review proposed TQM-Benchmarking model with field-specific practical pillars of performance improvement in the INGOs.
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Nazia Habib, Shaheryar Naveed, Muhammad Mumtaz, Rabia Sultana and Shoaib Akhtar
Leaders have been facing serious challenges in managing organizations during COVID-19, which has brought the need for implementing sudden technological change across the globe…
Abstract
Purpose
Leaders have been facing serious challenges in managing organizations during COVID-19, which has brought the need for implementing sudden technological change across the globe. Hence, it was important to identify effective leadership styles to successfully manage the transformational process during the period. Therefore, the current study aims to explore and compare the effectiveness of transformational and ethical leadership (EL) in terms of achieving organizational goals during COVID-19 in public and private sector organizations in Pakistan.
Design/methodology/approach
Comparative research was carried out to find out the effectiveness of transformational and EL during and pre-COVID-19 in public and private sector organizations using the lens of social exchange theory. Data was collected from 214 respondents representing 67.6% of public and 32.4% of private sector organizations of Pakistan at two different points in time. Detailed comparative analyses were conducted in AMOS version 24 to assess the effectiveness of leadership styles before and during COVID-19 times.
Findings
On the whole, transformational leadership (TL) was found to have a greater impact on organizational effectiveness (OE) in comparison with EL in both pre-and during COVID-19 situations. Moreover, the effectiveness of TL significantly increased and the same decreased for EL during COVID-19. Additional analyses indicated that TL was effective for the private sector and EL for public sector organizations during COVID-19.
Research limitations/implications
The study has not considered the mediating mechanisms of employee motivation, engagement and performance in the relationship between transformational and EL styles and OE, which can be explored in the future.
Practical implications
These results have important implications for private and public sector organizations and suggest that the adoption of a TL style will generate better results in the private sector and an EL style in public sector organizations to achieve OE in uncertain situations such as COVID-19.
Social implications
The study shows that leadership with more care and concern for humanity tends to perform better in terms of generating results for OE. Therefore, both transformational and EL are based on individualized consideration for employees and are effective during COVID-19 in private and public sector organizations in Pakistan.
Originality/value
The study has carried out the comparative analyses in three different ways, including leadership styles (transformational and ethical), type of organization (private and public) and time frames (pre and during COVID-19), which is a true contribution of the research in the Pakistani context.
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Yumei Yang, Hannah Mai Thu Hue and Sachiko Takeda
Drawing upon the framework of social exchange theory, this study investigated the influence of work-life balance, procedural justice and distributive justice on job satisfaction…
Abstract
Purpose
Drawing upon the framework of social exchange theory, this study investigated the influence of work-life balance, procedural justice and distributive justice on job satisfaction and turnover intention among Vietnamese millennials.
Design/methodology/approach
Employing a quantitative research method, the authors collected a sample of 258 millennial participants in Vietnam. Utilizing the method of multiple regression analysis, the collected data were rigorously examined.
Findings
The results showed that job satisfaction is negatively related to the turnover intention of the millennial generation in Vietnam. Distributive justice is a stronger predictor of job satisfaction than procedural justice. Of particular note, the study revealed an intriguing result: work-life balance does not have a significant influence on job satisfaction among millennials.
Practical implications
Leveraging insights from national cultural theories, the authors' findings provide some insightful explanations of what drives millennials in Vietnam to consider leaving their organizations.
Social implications
The study provides some insights for policymakers in Vietnam and other similar developing countries to reform their approach at managing the millennial generation.
Originality/value
The research addresses the existing gap in literature by delving into the underlying factors driving the propensity of Vietnamese millennials to frequently switch jobs.
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Pilar Mosquera, Fernanda Bethlem Tigre and Miriam Alegre
New generations actively seek employment in organizations that resonate with their values, mission and sense of purpose. However, perceptions of organizational politics (POP…
Abstract
Purpose
New generations actively seek employment in organizations that resonate with their values, mission and sense of purpose. However, perceptions of organizational politics (POP) associated with unethical practices detrimentally affects meaningful work experiences and employee retention. Ethical leadership emerges as a critical factor in mitigating these negative effects. This study aims to propose a comprehensive model that examines the impact of ethical leadership on two crucial work outcomes: meaningful work and turnover intention. The mediating role of POP is explored, shedding light on the intricate dynamics within organizational contexts.
Design/methodology/approach
To test the model, the authors use a sample of 261 respondents who completed an online questionnaire shared on social networks. Partial least squares is used for data analysis.
Findings
Results evidence that ethical leadership reduces employees’ POP, increases meaningful work and reduces turnover intention. One dimension of POP – communication – mediates the relationship between ethical leadership and work outcomes. Furthermore, meaningful work mediates the relationship between ethical leadership and turnover intention.
Practical implications
The study offers practical suggestions for managers to mitigate the negative impact of POP on meaningful work and employee retention.
Originality/value
This study adds to previous research by analyzing the separate and combined effects of ethical leadership on five dimensions of POP – communication, resources, decisions, reputation and relationships. Furthermore, this study adds empirical evidence on how POP influence meaningful work and employee retention.
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Atiya Yasmeen, Muhammad Mumtaz Khan and Syed Saad Ahmed
The study aims to investigate the mediating roles of leadership identification and organizational identification linking abusive supervision to employees' turnover intention.
Abstract
Purpose
The study aims to investigate the mediating roles of leadership identification and organizational identification linking abusive supervision to employees' turnover intention.
Design/methodology/approach
Using a self-administer survey design, data were collected from 229 nursing workforce employed in hospitals located in Karachi.
Findings
The research findings show that abusive supervision has a considerably positive influence on turnover intention. The findings also show that abusive supervision negatively affects nurses' leadership identification and organizational identification. Leadership identification and organizational identification were found to be negatively related to nurses' turnover intention. Finally, leadership identification and organizational identification were found to parallelly mediate the relationship between abusive supervision and turnover intention.
Originality/value
This study helped uncover the previously unknown parallel mediating mechanism of organizational identification and leadership identification. Additionally, abusive supervision was found to negatively affect employees' leadership identification.