Ibrahim Tabche, Mohamed H. Behery and Kamarul Zaman Bin Ahmad
This paper aims to examine the relation between resonant leadership (RL) and organizational citizenship behaviors while testing for the mediation effects of followers’ resilience…
Abstract
Purpose
This paper aims to examine the relation between resonant leadership (RL) and organizational citizenship behaviors while testing for the mediation effects of followers’ resilience (FR) and gender as a moderating effect, all within the United Arab Emirates (UAE) business environment.
Design/methodology/approach
The paper uses cross-sectional data collected through a questionnaire from 467 employees working at various organizations in the UAE. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) software. The mediating and moderating effects were tested using Preacher and Hayes’s (2008) macro models.
Findings
Results confirmed that RL positively affected employees’ organizational citizenship behaviors (OCBs). It also confirmed the mediating role of FR between RL and organizational citizenship behavior. Gender moderated the relation between RL and OCB but not between RL and FR.
Practical implications
Managers can use RL styles to improve workers’ resilience and OCB of employees, especially females.
Originality/value
It is important to understand the relation between such variables in times of crisis, such as the COVID-19 pandemic, where the relationship between the leadership style of the organizational managers and employees can greatly impact employees’ behaviors and organizational performance.
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Mohamed H. Behery and Tarek Ibrahim Eldomiaty
This research paper aims at examining the relationship between the relatively strong banking industries and the values of stakeholder systems. The authors compare international…
Abstract
Purpose
This research paper aims at examining the relationship between the relatively strong banking industries and the values of stakeholder systems. The authors compare international successful stock markets systems such as the US and the UK with successful stakeholder systems such as Japan, Germany, and most of continental Europe.
Design/methodology/approach
The issue of the banks' compatibility to support the stakeholder's interests is examined by two separate questionnaires designed and tested for the issues of reliability and validity. The questionnaires are addressed to two groups in the banking industry: corporate loan managers; and finance directors.
Findings
The findings show that finance directors share with the corporate loan managers the concerns of corporate stakeholders' interests and the importance of shareholders and creditors as complementary sources of financing. Regarding the stakeholders' effects on banks performance, the results show that: banks' support to shareholders interests is positively associated with banks profitability and liquidity, banks support to suppliers' interest is positively associated with banks' profitability, capital adequacy, and asset quality, banks' support to the creditors' interest is positively associated with bank's liquidity. Banks' support to unions, suppliers, and government relations is positively associated with bank's liquidity, and banks' support to corporate employees and managers is positively associated with bank's asset quality. Overall, the results conclude that banks' performance is positively associated with their orientations toward fulfilling corporate stakeholders' interests.
Research limitations/implications
The findings are limited to the banking industry in the UK only.
Originality/value
This research paper contributes to the literature in terms of presenting empirical evidence that the theoretical relationships of stakeholder management are supported by the banking industry as viable financial institutions.
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The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit and…
Abstract
Purpose
The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit and affective commitment to the organization (organizational affective commitment or OAC).
Design/methodology/approach
The empirical data for the study were collected using self‐administered questionnaires with 960 participants from 16 large companies in the UAE. Respondents were asked to provide their perceptions of the main concepts used in the study.
Findings
The results indicate that P‐O fit and P‐J fit were positively related to the OAC. In addition, the PC was found to be a partial mediator between P‐O fit, P‐J fit and OAC.
Research limitations/implications
The findings imply that managers should take into consideration the P‐O fit when selecting new employees.
Originality/value
Since little is known about the process by which UAE organizations promote the P‐J fit, P‐O fit or OAC, this article contribute to the literature by examining HRM practices in a non‐western, cross‐cultural context.
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Mohamed H. Behery and Robert A. Paton
The purpose of this paper is to explore, within the UAE, performance appraisal, culture and associated outcomes. It builds upon a mainly Western literature to develop the case for…
Abstract
Purpose
The purpose of this paper is to explore, within the UAE, performance appraisal, culture and associated outcomes. It builds upon a mainly Western literature to develop the case for aligning culture with appraisal to meet stakeholder expectations.
Design/methodology/approach
A sample of managers was drawn from the Chamber of Commerce listing. Their views were sought on the extent to which they empathised with appraisal approaches. Opinions relating to organizational outcomes associated with the appraisal, combined with an exploration of culture issues, were canvassed.
Findings
Results suggest: commitment will be influenced by the extent to which an employee perceives a personal organizational “fit”; an employee's job satisfaction maybe positively linked to the extent to which they consider appraisal and culture to be aligned; and, there was an unexpected neutral effect relating to the impact of national culture.
Research limitations/implications
This Westernised approach appears to have been favourably received: the paper examines why this maybe the case and suggests further research to validate the results and to establish the true extent and nature of this Westernisation. However, the findings are based on a small sample, drawn from an affluent and outward looking socio‐economic region, and as the research was explorative, qualitative analysis was limited.
Originality/value
A contribution is made to the literature as the research reinforces the view that appraisal and culture are linked and impact upon performance. More importantly the Middle East has received scant attention from researchers. By questioning the traditional view of Middle Eastern practice the research raises interesting questions concerning the current status of managerial professionalism and efficacy.
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This study is an academic attempt to bridge the gap between Western theories and the under-researched non-western contexts by studying the characteristics of traditional and…
Abstract
Purpose
This study is an academic attempt to bridge the gap between Western theories and the under-researched non-western contexts by studying the characteristics of traditional and modern performance management systems (PMSs) in the United Arab Emirates (UAE). Drawing on the expectancy theory, this study aims to discuss the significant causal relationship between the implementation of single-rating, multi-rating 360° performance management (PM) and organizational outcomes such as trust, commitment, satisfaction and intention to leave.
Design/methodology/approach
Using the self-reported measures and survey method, data were collected from 439 employees from different organizations across the UAE. Explanatory factor analysis, simple linear regression and multi-group were used to test the proposed conceptual model and examine the mediation and moderation impact.
Findings
The study explored the best-practices attributes of the traditional single-rating, multi-rating 360° PM within a non-western context. This study also provides empirical evidence on the significant role of uncertainty avoidance and power distance orientation as a mediator between the relationship between these PMSs and trust, commitment, job satisfaction and intention to leave. Finally, this paper examined the effect of many demographic variables (such as gender, age, industry type […]) on the relationship between the independent variables and the dependent variables.
Originality/value
This study extends research on PM theories and models. Another important aspect of this study is that its model has been tested on the UAE’s data, an underrepresented geographic region in the management literature. Given all the PM’s positive characteristics, the way that this feedback is viewed and interpreted by employees may be moderated according to the employee’s management level, age, gender and many other demographics.
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Fauzia Jabeen and Mohamed Behery
The purpose of this paper is to explore the status of corporate performance management (PM) in the Middle Eastern context, represented by the United Arab Emirates (UAE) and the…
Abstract
Purpose
The purpose of this paper is to explore the status of corporate performance management (PM) in the Middle Eastern context, represented by the United Arab Emirates (UAE) and the Kingdom of Saudi Arabia (KSA). In addition, the current study investigates the effects of the adoption of the balanced scorecard (BSC) and aims to explore the impact of the BSC on workplace attitudes and behaviors, as shown by accountability, inspiration, and motivation.
Design/methodology/approach
Due to the limited knowledge about the subject matter and the limited number of companies adopting the BSC in the Middle East, this study has adopted a descriptive approach to verify the significance of the BSC and to explore the causal relationship amongst the performance perspectives and the different dimensions of the BSC. The sample was drawn from five major business sectors in the UAE and KSA.
Findings
The results indicate that the BSC indicators are effective tools to evaluate and reflect on corporate performance. The concept of the BSC is considered good practice in the UAE and the KSA. Because of the concept’s compatibility with the local culture and business practices, it can be used to balance shareholder and stakeholder demands.
Research limitations/implications
One of the main limitations of this study is that the sample is drawn from only two countries from the Middle East and, hence, cannot be generalized.
Originality/value
This study is one of the first attempts to explore the status of the corporate PM systems in a non-western context using a BSC technique created and typically applied in the western world. In addition, this study is considered a valuable attempt at exploring the effects of the adoption of this technique on an organization’s performance.
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Kamarul Zaman Ahmad, Ibrahim Tabche and Mohamed Behery
This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE).
Abstract
Purpose
This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE).
Design/methodology/approach
The final sample consisted of 733 respondents collected randomly from various business sectors in the UAE. Data was analysed and tested for moderation using Smart-PLS.
Findings
This study’s results show LMX to be a negative moderator. They reveal that LMX plays a crucial role in the relationship between PE Fit and job satisfaction, particularly when the fit is poor. Moreover, LMX was found to be a significant negative moderator between empowerment and satisfaction, highlighting its importance when empowerment is lacking.
Research limitations/implications
It is important to note that the current study is cross-sectional, which means it cannot establish causation. Only a pure experimental design can provide such conclusive evidence. This limitation should be considered when interpreting the findings.
Practical implications
This research highlights a significant finding in turbulent times when PE fit and empowering practices are often lacking: LMX can play a compensatory role. This insight can be invaluable for human resources managers, offering a practical solution to maintaining employee satisfaction in challenging times.
Social implications
The positive impact of enhanced job satisfaction and improved work relationships extends beyond the organization to stakeholders and society at large.
Originality/value
This research fills a gap in the existing literature by investigating the interaction between the PE fit variable and other variables, such as LMX. This novel approach offers a new perspective for HR managers, potentially enabling them to enhance their strategies for improving employee satisfaction.
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Fauzia Jabeen, Marios Katsioloudes, Syed Zamberi Bin Ahmad and Mohamed Behery
Entrepreneurship and/or Strategic management/International Business Management.
Abstract
Subject area
Entrepreneurship and/or Strategic management/International Business Management.
Study level/applicability
This case is intended for teaching entrepreneurship/Strategic management/International Business Courses at the undergraduate level.
Case overview
This is a field-researched case about a budding Emirati female entrepreneur “Azza Al Qubaisi” who established the ARJMST Jewelry brand in Abu Dhabi, United Arab Emirates (UAE). The ARJMST brand, a UAE-based jewelry design and art pioneer company in the local art and craft is one of the most popular jewelry brands in the United Arab Emirates. Azza, the entrepreneur faces many challenges and hurdles if she is to successfully sustain her business in the long term. She is considering what her next step ought to be in light of the competition. Should she expand? If yes, where and how? This case will enable students to critically think about the various issues and reach a decision based on the facts provided. The case is based on primary and secondary data collection and has been tested in an International Business Management class at BBA level, with great success.
Expected learning outcomes
This case study illustrates the journey of an Emirati female entrepreneur who uses simple things in a creative way to build a business. The case will help the students to identify the start up motivation and evaluate the business strategy for further growth. This will also enable the students to critically think about the various factors and reach a decision based on the facts provided.
Supplementary materials
Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.
Subject code
CSS 3: Entrepreneurship.
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Shaikha Ebrahim AlMutawa, Kamarul Zaman Ahmad, Mohamed Hussein Behery and Ibrahim Tabche
The global spread of the COVID-19 pandemic has affected businesses worldwide. Arguably, one of the most affected industries is the hospitality sector, where the world has seen a…
Abstract
Purpose
The global spread of the COVID-19 pandemic has affected businesses worldwide. Arguably, one of the most affected industries is the hospitality sector, where the world has seen a substantial drop in personal and professional travel owing to severe lockdowns, which has particularly harmed the hotel and tourism industries by lowering occupancy and profits. The purpose of this research is to investigate the impact of the COVID-19 epidemic on the emotional and mental well-being of hospitality workers in Dubai, United Arab Emirates.
Design/methodology/approach
A quantitative cross-sectional technique was used, with 517 respondents drawn from Dubai's major hotels.
Findings
Fear of the COVID-19 pandemic was found to be positively connected to employees' emotional weariness, which is then positively related to their intention to leave their organizations.
Practical implications
The paper gives suggestions to managers on how to best deal with their employees, especially the more competent ones, as they are more likely to leave during a pandemic.
Originality/value
Contrary to suggestions in the literature and our predictions, this paper found that self-efficacy positively moderated the relationship between fear of COVID and emotional exhaustion such that workers with high self-efficacy were more prone to emotional exhaustion as a result of their fear of COVID. Furthermore, the results of the research suggest that it is the more competent workers who are more likely to be affected, during a pandemic, and thus their loss is expected to cause greater loss to their organizations.
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Mohamed Behery and Amjad Al-Nasser
The purpose of this study is to analytically extend the understanding of leadership styles and organisational coaching and their influence on organisational outcomes and workplace…
Abstract
Purpose
The purpose of this study is to analytically extend the understanding of leadership styles and organisational coaching and their influence on organisational outcomes and workplace counterproductive behaviours within a non-Western context, i.e. the United Arab Emirates (UAE).
Design/methodology/approach
In this study, a sample size of 656 participants from 14 different business sectors in the Emirates was used. The meta-analysis concept of latent variables and non-linear principal components analysis, along with the corresponding methodology of structural equation modelling, were implemented.
Findings
The study finds that organisational coaching has a significant positive effect on transactional leadership and has a significant influence on job alienation. Interestingly, coaching has a significant effect on commitment and counterproductive workplace behaviours. The detailed data analysis using F tests and independent t-tests, when applicable, indicated that there was a tendency for older employees to have more favourable attitudes towards transformational leadership or commitment but not towards coaching.
Originality/value
Despite the popularity of the presented topic in today's organisations, research in a Middle East context has not kept pace with its counterpart in Western areas of the world. The present study attempts to bridge the gap between Western theories in developed countries and under-researched Eastern countries, namely, the UAE, and to test the impact of leadership styles and organisational coaching and their influence on employee commitment and trust mediated by job bullying and job alienation.