Helene Merkt, Sophie Haesen, Leila Meyer, Reto W. Kressig, Bernice S. Elger and Tenzin Wangmo
In the literature, 65 years is commonly used as the age to designate an older person in the community. When studying older prisoners, there is much variation. The purpose of this…
Abstract
Purpose
In the literature, 65 years is commonly used as the age to designate an older person in the community. When studying older prisoners, there is much variation. The purpose of this paper is to investigate how researchers define older offenders and for what reasons.
Design/methodology/approach
The authors reviewed articles on health and well-being of older offenders to assess terminology used to describe this age group, the chosen age cut-offs distinguishing younger offenders from older offenders, the arguments provided to support this choice as well as the empirical base cited in this context.
Findings
The findings show that the age cut-off of 50 years and the term “older” were most frequently used by researchers in the field. The authors find eight main arguments given to underscore the use of specific age cut-offs delineating older offenders. They outline the reasoning provided for each argument and evaluate it for its use to define older offenders.
Originality/value
With this review, it is hoped to stimulate the much-needed discussion advancing towards a uniform definition of the older offender. Such a uniform definition would make future research more comparable and ensure that there is no ambiguity when researchers state that the study population is “older offenders”.
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Leila Afshari, Suzanne Young, Paul Gibson and Leila Karimi
The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.
Abstract
Purpose
The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.
Design/methodology/approach
A mixed-method approach incorporating surveys and interviews was employed. Data were obtained from a manufacturing organization in Australia. A clustering method was employed to identify commitment profiles. Respondents belonging to the clusters representing commitment profiles associated with desirable organizational outcomes were identified for the qualitative stage of the research.
Findings
The results showed that both organizational identity and professional/occupational identity are positively linked to the development of organizational commitment. An in-depth analysis of the qualitative data demonstrated that engagement of personal/individual level of self in identification process enhances the development of organizational commitment.
Practical implications
The findings suggest that human resource managers can build an effective identification process by strengthening feelings of organizational identity and creating a positive organizational image.
Originality/value
To the best of the author’s knowledge, this study is the first to employ a mixed-method approach to explore the relationship between organizational commitment and identification process. A mixed-method approach, on the one hand, enabled us to build on the existing objectivist commitment literature and explore commitment profiles, and on the other hand, it allowed us to provide a more complete and contextual portrayal of organizational commitment and identification process through qualitative interpretive strategies.
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The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment…
Abstract
Purpose
The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment in two different cultural contexts.
Design/methodology/approach
Data were collected from the members of two manufacturing organizations, one in Australia and one in Iran. Questionnaires were distributed to all levels of the two organizations. In total, 189 completed questionnaires were returned from the two countries, representing a response rate of 56.7%. Structural equation modeling (SEM) was employed to test the hypotheses.
Findings
The results demonstrated statistically significant relationships between two forms of idealized influence –attributed and behavior – and the employees' organizational commitment in the Iranian sample. However, in the Australian sample, only idealized influence behavior showed a significant impact on employee commitment. Furthermore, the findings showed that identified motivation mediates the relationship between idealized influence behavior and organizational commitment.
Practical implications
The findings of the current research point to additional ways of increasing identified motivation that, in turn, enhances organizational commitment through leadership practices that are culturally informed. These findings are especially salient in culturally diverse and multinational organizations.
Originality/value
This paper has arrived at a deeper explanation of the processes through which leader behavior can produce employee commitment by clarifying the mediation role of identified motivation between idealized influence behavior and organizational commitment.
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Mohammad Reza Jalilvand and Leila Nasrolahi Vosta
The purpose of this paper is to examine the impact of five dimensions of power (coercive, expert, legitimate, referent, and reward) on employees’ affective commitment in the sport…
Abstract
Purpose
The purpose of this paper is to examine the impact of five dimensions of power (coercive, expert, legitimate, referent, and reward) on employees’ affective commitment in the sport organizations using social exchange theory.
Design/methodology/approach
Data were collected using a questionnaire including managerial power and affective commitment measures. A sample of 318 employees from a number of sport organizations operating in the Iran was used. Structural equation modeling was used to test the relationship between managerial power and affective commitment.
Findings
There are two major findings in this research. First, the relationships among expert power, legitimate power, reward power, referent power, and affective commitment are positive and significant. Second, the construct of coercive power was not associated with employees’ affective commitment. The findings suggest that managerial power relates with a social exchange relationship where employees exchange positive outcomes including strong affective commitment. When people perceive manager power, they feel more affectively attached to their organizations.
Research limitations/implications
Sampling was one of the limitations identified in this study. The fact that convenience sampling was used meant that results were not immediately transferable to the general working population. In addition, the sample subjects in this study were mostly employees who worked in the sport sector of Iran. Future research could look into extending the study population to include collect input from other types of organization. If samples were drawn from a wider range of demographics, then the results become more meaningful.
Practical implications
Power generally refers to the ability, capacity or potential to get others do something, to command, to influence, to determine, or to control the behaviors, intentions, decisions, or actions of others in the pursuit of one’s own goals or interests despite resistance, as well as to induce changes. By utilizing expert power, reward power, legitimate power, and referent power, managers can promote affective organizational commitment and, thus, individual and organizational performance. It is likely that this occurs because people react reciprocally toward an organization that satisfies their needs, makes them feel that they are valued as human beings and that they deserve respectful treatment, and allows them to experience senses of purpose, self-determination, enjoyment, and belonging.
Originality/value
The fact that power can be used as an effective tool to coordinate and manage others appears to be largely ignored in the literature. The paper contributes by filling a gap in the organization and management literature, in which empirical studies on managerial power as an antecedent of affective organizational commitment have been scarce until now.
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Ali Hadian Nasab and Leila Afshari
The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment…
Abstract
Purpose
The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment (OC).
Design/methodology/approach
Data were obtained from all employees (216) of tourism agencies in Guilan province (Iran) using a 19-item survey. In total, 173 questionnaires were returned, yielding a response rate of 80 percent. A mediation model was outlined and tested using structural equation modeling.
Findings
The results showed that AL had a significant effect on EP and OC. The findings further demonstrated the significance of the relationship between OC and EP confirming the mediating role of OC.
Practical implications
This study suggests that managers can promote OC and consequently EP by adopting an AL style. In addition, the managerial and theoretical foundations generated by this study can be considered a solution for improving EP.
Originality/value
This study contributes to the EP literature by providing a plausible explanation of the mediating role of OC in connecting AL to EP.
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The purpose of this paper is to explore the relationship between transactional leadership and willing organizational commitment in two significantly different organizations (one…
Abstract
Purpose
The purpose of this paper is to explore the relationship between transactional leadership and willing organizational commitment in two significantly different organizations (one from the healthcare sector and one from manufacturing).
Design/methodology/approach
Partial Least Squares was used to develop a mediation model explaining the underlying mechanism between contingent reward leadership and willing organizational commitment.
Findings
The data indicates that, as expected, the relationship between transactional leadership and willing commitment in the manufacturing organization was mediated by both competence and relatedness; however, in the healthcare organization, to the surprise, this relationship was mediated by competence only.
Practical implications
The authors develop a model that could help organizational managers and consultants improve the productivity and effectiveness of their work by taking the findings into account.
Originality/value
Previous research has focused on the effectiveness of transformational research: this paper is one of the first to explore the relationship between transactional leadership and willing organizational commitment, taking into account the mediation effect of psychological need satisfaction.
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Natália Peroni Pellin, Alex Weymer, Leila Andressa Dissenha and Márcio André Leal Bauer
The aim of this article was to analyze how the presence of the elements that constitute organizational links are related to sensemaking in a cooperative system of medical work.
Abstract
Purpose
The aim of this article was to analyze how the presence of the elements that constitute organizational links are related to sensemaking in a cooperative system of medical work.
Design/methodology/approach
A content analysis was conducted following interviews with the managers of the cooperative, which is a member of the Brazilian cooperative system and one of the largest in the world. This analysis enabled the systematization of the categories that were identified through the coding of responses, aided by Atlas.ti 8.0 software.
Findings
After the analysis, it was possible to resize the constitutive elements identified in the specialized literature into three categories: identification, cooperation and recognition. The proposed resizing does not preclude the presence of the constitutive elements identified in the analysis, but it evidences the presence of these elements in a contextualized manner, suggesting a model of an organic organizational link that is dependent on the relationship between subject–object (organization), in which the different perceptions of meanings affect identification, and this can strengthen or weaken the link in a constant process of resignification.
Originality/value
With regard to its theoretical relevance, the work helps to bring concepts related to organizational links and sensemaking closer together as a process in the realm of intersubjectivity. This provides evidence of the presence of constituent elements of ties in a contextualized manner, demonstrating that the interpretation of managers aids sensemaking in a process of circularity and resignification.
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Nataly Farroukh, Leila Canaan Messarra and Manal Yunis
In light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among…
Abstract
Purpose
In light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among employees. This study aims to analyze how JI influences employees’ organizational citizenship behaviors (OCBs) and whether positive psychological capital (PsyCap) and grit moderate this relationship.
Design/methodology/approach
To test the study hypotheses, data was gathered during COVID-19 via convenience sampling. The collected data was analyzed using the Statistical Package for the Social Sciences software and Excel MegaStat.
Findings
The empirical data shows that qualitative JI has a negative relationship with OCB. PsyCap and grit moderate the relationship between both JI dimensions and OCB.
Practical implications
Managers can alleviate JI in the workplace by promoting PsyCap and grit among employees, both of which will sustain and promote OCB, even during difficult times.
Originality/value
This study bridges the gap in the literature regarding the impact of JI on employees’ OCB during the pandemic. This study also adds to the limited number of studies exploring personal resources as potential moderators between JI and organization citizenship behavior.
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Leila Lotfi Dehkharghani, Jane Menzies, Andrea North-Samardzic and Sarah Jane Casey
This study aims to explore academic women’s silence from the perspective of social cognitive theory (Bandura, 1986), by examining the triadic influences of the individual…
Abstract
Purpose
This study aims to explore academic women’s silence from the perspective of social cognitive theory (Bandura, 1986), by examining the triadic influences of the individual, environment and behaviour, which impacts their silence. The study examines how women use personal, proxy and collective agency (Bandura, 2018) to reduce silence.
Design/methodology/approach
Interviewing 22 academics (20 women, 2 men) at a leading Polish university, this study used the Gioia et al. (2013) method to analyse the interviews, creating first- and second-order codes and final aggregated concepts.
Findings
This study finds, from an environmental perspective, that societal-level gendering, which is underpinned by critical social factors and institutional logics that are part of Poland’s culture promoting gender stereotypes and family values influences women’s silence. There is clear evidence for the regression of women’s rights, which compounds women’s silence. These societal-level factors influence a hierarchical, bureaucratic organizational structure, alongside gender segregation. From an individual perspective, reasons for silence include socialization, fear, women’s lack of power, inequality and self-silencing to mitigate harassment or discrimination. Collective agency was a strongly mentioned theme to help reduce silence, which includes implementing training and development initiatives, creating a safe platform to voice concerns, structural transformation and cultural change.
Originality/value
This study contributes to literature regarding women’s silence by exploring reasons for silence through the lens of Bandura’s social cognitive theory and agentic perspective, which demonstrates how silence could be reduced through collective action, in the understudied context of Poland, which highlights how country context intersects with organizational context and individual experience, influencing women’s silence.
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Reihaneh Mousavi, Morteza Arab-Zozani, Elaheh Foroumandi, Majid Karandish, Leila Maghsoumi-Norouzabad, Anahita Mansoori and Jalal Moludi
This study aims to identify the effect of strawberry supplementation on some metabolic, inflammatory and oxidative parameters in adults with cardiovascular (CV) risk factors.
Abstract
Purpose
This study aims to identify the effect of strawberry supplementation on some metabolic, inflammatory and oxidative parameters in adults with cardiovascular (CV) risk factors.
Design/methodology/approach
A systematic literature search was performed up to November 2020 using PubMed, Embase, Cochrane, Web of Sciences and Scopus databases. The pooled mean difference (MD) with 95% confidence interval (CI) was used to analyze the data by random-effects model. I2 statistics and Cochrane risk of bias tool were used for investigating heterogeneity and quality of included studies, respectively.
Findings
In total, 13 randomized controlled trials with 488 participants were included. Strawberry supplementation significantly reduced diastolic blood pressure (MD = −2.1, 95% CI [−3.7, −0.42], P = 0.01), low-density lipoprotein cholesterol (−0.16, −0.30, −0.02, P = 0.03), high-sensitivity C-reactive protein (CRP) (−0.76, −1.4, −0.05, P < 0.001) and CRP (−0.31, −0.43, −0.18, P = 0.04). Leptin levels were raised in control group compared with participants who had received strawberry (0.65, 0.09 and 1.2, P = 0.02). The results of subgroup analysis based on the follow-up duration and supplementation dose showed that consumption of strawberry for more than eight weeks and 50 g day−1 can significantly decrease some other CV risk factors compared to control group. Further, both higher follow-up duration and supplementation dose were more effective in increasing leptin levels of control group compared to intervention group.
Originality/value
The use of some useful plant foods such as strawberries by the pharmaceutical industry and the community health sector can greatly help improve people’s CV and metabolic health.