Moustafa Abdelmotaleb, Nacef Mouri and Sudhir K. Saha
The purpose of this study is to examine the relationship between leader-signaled knowledge-hiding behavior (LSKH) and employee organizational identification (OI) with…
Abstract
Purpose
The purpose of this study is to examine the relationship between leader-signaled knowledge-hiding behavior (LSKH) and employee organizational identification (OI) with self-interest climate perceptions (SIC) as a mediator. This study also takes into consideration the impact of individual differences (i.e. employee trait of agreeableness) in shaping these relationships.
Design/methodology/approach
Two-wave data were collected from a sample of employees working in service industry companies in Egypt (N = 305). The mediation model (model 4) and the moderated mediation model (model 14) were tested using the statistical package for the social sciences PROCESS macro. The indirect effect of LSKH behavior on employee OI was examined using the bootstrapping approach (n = 5,000) with 95% confidence intervals (CI) for the indices.
Findings
Findings show that LSKH behavior has a negative impact on employee OI through SIC perceptions. Additionally, a moderation analysis indicates that the employee trait agreeableness strengthens the negative relationship between SIC and OI as well as the indirect relationship between LSKH behavior and employee OI.
Originality/value
While previous studies mainly focused on employee knowledge-hiding behavior, this study extends this nascent stream of literature by investigating the impact of this behavior at the leader’s level in the Egyptian cultural context. The results provide insights into the consequences of this type of behavior on important outcomes, namely, SIC and OI.
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The purpose of this study is to draw on positive psychology literature and the affective spillover theory to gain a comprehensive understanding of the effects of perceived…
Abstract
Purpose
The purpose of this study is to draw on positive psychology literature and the affective spillover theory to gain a comprehensive understanding of the effects of perceived workplace fun (WF) on hospitality employees’ behaviors in and out of work.
Design/methodology/approach
Multirater data were collected via surveys from 247 hospitality employees and their direct supervisors and spouses. Data were analyzed using the AMOS and Macro processes in SPSS.
Findings
The results revealed that employees’ positive affect at work mediates the relationship between perceived WF and both employees’ organizational citizenship behaviors (OCBs) and family-related social behaviors (i.e. engagement in social activities outside work with their spouses). Personal attitudes toward fun at work moderate the indirect association between perceived WF and the study outcomes (OCBs and family-related social behaviors).
Social implications
By fostering a workplace environment that prioritizes the perception of enjoyment, organizations can effectively stimulate greater employee engagement in OCBs and promote positive social interactions beyond the workplace. It underscores the significance of an enjoyable environment that benefits employees, organizations and society.
Originality/value
This study extends the existing research on the relationship between WF and employees’ behaviors in and out of work and provides new insights into the underlying mechanisms that influence this relationship.
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Moustafa Abdelmotaleb, Nacef Mouri, Khaled Lahlouh and Sudhir K. Saha
Adopting a followership perspective and drawing upon the literature on perceived support, we provide new theoretical insights into when and why supervisors engage in unethical…
Abstract
Purpose
Adopting a followership perspective and drawing upon the literature on perceived support, we provide new theoretical insights into when and why supervisors engage in unethical behavior with the intention of benefiting a “favorite” follower, referred to as unethical favoritism behavior (UFB).
Design/methodology/approach
We conducted two studies: an experiment and a multi-rater field study. Data were collected and analyzed using AMOS and the Macro process for SPSS.
Findings
We found that a follower’s standing among his or her peers in terms of citizenship behaviors toward their supervisor (i.e. relative organizational citizenship behaviors toward supervisor or ROCBS) has a positive effect on the supervisor’s perception of the follower’s support. The results further reveal that the choice of the supervisor on whether to reciprocate or not the perceived support (triggered by ROCBS) with UFB depends on the supervisor’s competence uncertainty (i.e. the degree of supervisor uncertainty regarding his/her work competencies).
Originality/value
Our findings broaden the way the supervisor–follower relationship has traditionally been investigated in the organizational behavior literature by showing that under certain circumstances, followers’ good behaviors might become an antecedent to supervisors’ unethical acts.
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Moustafa Abdelmotaleb, Abdelmoneim Bahy Eldin Mohamed Metwally and Sudhir K. Saha
The purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social…
Abstract
Purpose
The purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social responsibility (CSR) and employee attitudes and behaviors. Drawing on affective events theory (AET), this study examines a sequential mediation model in which CSR perceptions influence positive affect (PA) at work which leads to employee engagement in the creative process that, in turn, affects employee creative behaviors.
Design/methodology/approach
Two-wave data were collected from a sample of employees working in the telecommunication sector in Egypt (N=208). The collected data were analyzed using structural equation modeling.
Findings
The study found a positive association between CSR perceptions and employee creative behaviors. The results also showed that CSR perceptions have induced PA, which, in turn, led to greater level of engagement in the creative process and eventually led employees to exhibit creative behaviors.
Originality/value
This is one of the first studies to use AET as a conceptual framework to explain the positive association between CSR and employee positive work outcomes (i.e. creativity). By integrating AET with CSR and employee outcomes literatures, this study contributes to the available knowledge regarding the affective or emotional mechanisms through which CSR perceptions could affect employee work behaviors.
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Khaled Lahlouh, Aïcha Oumessaoud and Moustafa Abdelmotaleb
The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation…
Abstract
Purpose
The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.
Design/methodology/approach
The relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).
Findings
The empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.
Originality/value
By considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.
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Mohammad Rabiul Basher Rubel, Daisy Mui-Hung Kee, Mohd Yusoff Yusliza and Nadia Newaz Rimi
This study aims to investigate how employee environmental performance (EP) is affected by socially responsible human resource management (SRHRM) via green knowledge sharing (GKS…
Abstract
Purpose
This study aims to investigate how employee environmental performance (EP) is affected by socially responsible human resource management (SRHRM) via green knowledge sharing (GKS) and environmental commitment (EC).
Design/methodology/approach
Partial least squares-structural equation modeling was used to analyze data from 494 frontline employees of hotels.
Findings
The findings reveal that SRHRM influences employee EP, GKS and EC. SRHRM indirectly predicts individual EP through GKS and EC mediation. GKS and EC also have significant relationships with employee EP.
Practical implications
Hotels can use the findings of this study to develop effective strategies to promote employees’ positive responses to the environment and improve their organizational identification. Moreover, the current research enables the organization to recognize the importance of employees’ GKS and EC and capitalize on them.
Originality/value
This study links SRHRM to the individual EP level in the hotel industry. This study reveals the importance of EC and GKS as psychological mechanisms linking SRHRM and EP.