Saif Maqbool, Matej Černe and Guido Bortoluzzi
The purpose of this paper is to extend current discussion on the drivers of innovative work behaviour (IWB) of individuals by connecting theories of flow (personal factor)…
Abstract
Purpose
The purpose of this paper is to extend current discussion on the drivers of innovative work behaviour (IWB) of individuals by connecting theories of flow (personal factor), employee silence (relational) and time pressure (contextual).
Design/methodology/approach
Data have been collected from employees of five companies based in Italy (n=608).
Findings
Silence is negatively related to IWB, whereas flow has the opposite association. Perceived time pressure moderates the relationship between employee silence and IWB. Furthermore, the findings indicate that the highest levels of IWB will take place when the flow level is high, individuals are absorbed in and enjoy their work, and the level of employee silence is low, enabling them to exchange ideas and obtain the necessary support and resources. At the same time, low levels of time pressure provide them with sufficient time for innovative processes to take place, ideas to be shared, and individuals to become engrossed in their innovations.
Research limitations/implications
Cross-sectional single-source data set.
Practical implications
Establishing a work context favourable for stimulating each employee’s active contribution towards IWB based on a complex interaction among flow, silence and time pressure.
Originality/value
Building on the theories of flow and the relational model of employee silence and combining their logic, the research not only delves into the two specific paths to IWB but also examines their multiple effects. Furthermore, the authors pin both factors (silence and flow) under the contextual influence of perceived time pressure, investigating how they simultaneously relate to IWB.
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Abdul Halim Busari, Yasir Hayat Mughal, Sajjad Nawaz Khan, Shahid Rasool and Asif Ayub Kiyani
This paper argues that teachers’ promotion should also have an impact on turnover intention. The purpose of this paper is to determine the relationship between promotion and…
Abstract
Purpose
This paper argues that teachers’ promotion should also have an impact on turnover intention. The purpose of this paper is to determine the relationship between promotion and turnover intention of advance learning institutions of the Khyber Pakhtoon Khwa Province of Pakistan and the moderating effect of the analytical cognitive style.
Design/methodology/approach
A quantitative approach is used predominantly. A questionnaire survey research design is used to collect the data from the entire province and 502 completed questionnaires were collected from the respondents. The questionnaire included the Job Descriptive Index consisting of seven items on job satisfaction, the turnover intention questionnaire consisting of three items and a five-point Likert scale used to determine cognitive style index (CSI); the CSI was used. The fourth section included an open-ended questionnaire and the fifth section included demographic variables. Hierarchical multiple regressions were used to check how much variance promotion occurs upon turnover intention and it also determined how much variance analysis cognitive style occurs upon promotion and turnover intention of advance learning institutions of the KPK province of Pakistan. The correlation results from a bivariate Pearson correlation showed significant results, which were later strengthened by the regression results.
Findings
The findings suggested that a negative relationship was found between promotion and turnover intention, whereas a weak correlation was found between promotion and analytical. Moderating results show that analytical cognitive style does act as a moderator between the promotion and turnover intention.
Research limitations/implications
This research was only carried out on advance learning institutions; thus, the findings can only be generalized to higher education institutions in the Khyber Pakhtoon Khwa state.
Practical implications
This extended model of job satisfaction will be useful to lead to changes in job satisfaction and turnover intention of academicians of the Khyber Pakhtoon Khwa province of Pakistan. The findings of this study could be used to guide the management of advance learning institutions and professional academicians to build targeted learning activities around key components of the academician’s promotion, determine where individuals are in their journey, set personalized goals and provide feedback to the management in the process of the development of policies for academicians of advance learning institutions.
Social implications
The findings of this study will help the higher education commission of Pakistan to make policies that will enable higher education institutions to formulate flexible promotion policies for teachers in order to retain them.
Originality/value
The findings of this study are a valuable extension of the relevant research as this is the first empirical study to examine the effects of cognitive style on promotion policies and turnover intention in advance learning institutions of Pakistan. In the context of an efficient and effective educational policy, a greater understanding of an academician’s promotion could facilitate the development of a more effective policy practice that would increase not only the job satisfaction of the academicians but decrease the turnover intention of the academicians.
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Emelia Ohene Afriyie, Yan Jin, Mariama Yakubu and Iddrisu Awudu
This study aims to examine the influence of training and development (TAD), including performance appraisal (PFA), on the performance of microfinance institutions in a developing…
Abstract
Purpose
This study aims to examine the influence of training and development (TAD), including performance appraisal (PFA), on the performance of microfinance institutions in a developing economy.
Design/methodology/approach
A random sampling drew 100 microfinance institutions in Ghana's Greater Accra Region. Then, a purposive sampling approach selected a cross-section of employees in these institutions. Finally, the data were collected from a sample of 367 respondents, such as managers, utilizing a survey questionnaire. Structural equation modeling (SEM) was used to test hypothesized relationships.
Findings
The study results indicate that PFA has a statistically significant positive relationship with organizational performance, and this relationship is partially mediated by job satisfaction (JBS). Interestingly, the TAD process does not have a statistically significant positive relationship with organizational performance when JBS is present in the model. In fact, JBS fully mediates the relationship between TAD and organizational performance.
Research limitations/implications
The study is limited to microfinance in tiers two and three in Greater Accra city of Ghana and did not include the entire country. Although the city of Accra provides a generalized representation of the research, which can be replicated, some variables and results may be impacted if other tiers of microfinance organizations are incorporated.
Practical implications
TAD, as well as PFA, enhance the performance of microfinance and can be utilized as tools for competitive advantage in small and medium-sized enterprises (SMEs) (e.g. microfinance institutions). The study accentuates the value of TAD, PFA and JBS in microfinance in a developing country like Ghana.
Originality/value
This is an original study investigating the effect of TAD and PFA practices on the performance of SMEs in a developing country like Ghana. Also, the study analyses JBS as a mediation variable to performance using SEM, which advances the research methodology in this research field.