Samuel Aryee, Tae-Yeol Kim, Qin Zhou and Seongmin Ryu
This paper aims to examine how team-level empowering leadership related to service performance through thriving at work and how shared organizational social exchange and customer…
Abstract
Purpose
This paper aims to examine how team-level empowering leadership related to service performance through thriving at work and how shared organizational social exchange and customer orientation moderated the latter relationships.
Design/methodology/approach
The authors collected the data from 283 flight attendants and their supervisors working at a major Korean airline. Multi-level analyses were used to test the effect of empowering leadership on employee outcomes.
Findings
Both team-level empowering leadership and customer orientation were significantly and indirectly associated with service performance via thriving at work. Additionally, customer orientation significantly moderated the relationship between team-level empowering leadership and thriving at work such that the relationship was stronger when customer orientation was low rather than high. In addition, shared organizational social exchange augmented the influence of team-level empowering leadership on service performance but not on thriving at work.
Practical implications
The findings suggest that team-level empowering leadership is more effective in enhancing thriving at work of employees when their customer orientation is low rather than high. In addition, a shared high-quality organizational social exchange augments the effect of empowering leadership on employees’ service performance.
Originality/value
This paper provides initial evidence of the interaction of team-level empowering leadership and individual¬-level customer orientation on thriving at work and service performance. Additionally, it documents the differential augmenting effect of shared organizational social exchange on the relationship between empowering leadership and these outcomes. Collectively, the findings explain why and when team-level empowering leadership relates to service performance.
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In the past decade or so, workplace organisation and restructuring processes, have been subjected to the most intense scrutiny. Driven by rapidly intensifying competitive…
Abstract
In the past decade or so, workplace organisation and restructuring processes, have been subjected to the most intense scrutiny. Driven by rapidly intensifying competitive pressures, work organisations sought increased flexibility, especially from labour, as they struggled to maintain market shares in an economic environment increasingly characterised by excess in labour supply. Pressures for change were probably most evident in the public sector where economic and ideological forces combined to limit the growth of government services and increase their exposure to competitive forces.
Melody L. Wollan, Mary F. Sully de Luque and Marko Grunhagen
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group…
Abstract
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.
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Shadid N. Bhuian, Eid. S. Al‐Shammari and Omar A. Jefri
The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning expatriate…
Abstract
The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning expatriate employees in Saudi Arabia. An examination of a sample of 504 expatriate employees reveals that these employees are, by and large, indifferent with respect to their perceptions of commitment, job satisfaction, and job characteristics. In addition, the results provide strong support for (1) the influence of job satisfaction on commitment, (2) the influence of job variety on commitment, and (3) the influence of job autonomy, identity, and feedback on job satisfaction.
Women in Management Review Volume 8 No. 7 of this journal contains four articles of interest. In the first, entitled “Women Managers in the Former USSR: A Case of ”Too Much…
Abstract
Women in Management Review Volume 8 No. 7 of this journal contains four articles of interest. In the first, entitled “Women Managers in the Former USSR: A Case of ”Too Much Equality?“” Sheila M. Puffer discusses the conditions experienced by women in the former USSR who are aspiring to or are currently occupying managerial positions. Soviet women feel the pressure of two societal forces: they are expected to work as well as to be the primary person responsible for home and family. Many complain: “We have too much equality”. Previews the statistics on women in the labour force in the former USSR, and examines seven factors affecting Soviet women's access to managerial positions: (1) the perception of management as a masculine domain, (2) cultural constraints on women's roles, (3) women's roles in family life, (4) the stage of the country's economic development, (5) social policy, (6) access to higher education and (7) organisational context. Concludes with an assessment of the prospects for Soviet women in managerial positions.
Sajeet Pradhan and Lalatendu Kesari Jena
Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate’s…
Abstract
Purpose
Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate’s intention to quit by focusing on the mediating role of emotional exhaustion. The study also explores the conditional mediation model by testing the moderational role of perceived coworker support on the mediated abusive supervision-intention to quit relationship via emotional exhaustion.
Design/methodology/approach
To test the proposed hypotheses, the study draws data from 382 healthcare employees working in several hospitals and clinics in the eastern and north-eastern states of India. The authors collected data on the predictor and criterion variables at two time points with a separation of three to four weeks in a reversed order to counter priming effect.
Findings
The findings of the study reported that emotional exhaustion partially mediated the abusive supervision-intention to quit relationship. The result also supported the assertion that perceived coworker support will moderate the relationship between abusive supervision and subordinate’s intention to quit. The authors also found support to the moderated mediation hypothesis, that suggest perceived coworker support will reduce the mediating effect of abusive supervision-intention to quit relationship via emotional exhaustion.
Originality/value
This study is among few empirical investigations to investigate and report the interactional effect of perceived coworker support (a buffer) on the indirect relationship between abusive supervision and subordinate’s intention to quit via emotional exhaustion.
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Charles Teye Amoatey, Samuel Famiyeh and Peter Andoh
The purpose of this paper is to assess the critical risk factors affecting mining projects in Ghana.
Abstract
Purpose
The purpose of this paper is to assess the critical risk factors affecting mining projects in Ghana.
Design/methodology/approach
A purposive sampling approach was used in selecting the respondents for the study. These were practitioners working on mining projects in Ghana.
Findings
The study identified 22 risk factors contributing to mining project failure in Ghana. The five most critical mining project risk factors based on both probability of occurrence and impact were unstable commodity prices, inflation/exchange rate, land degradation, high cost of living and government bureaucracy for obtaining licenses. Mitigation measures for addressing the identified risk factors were identified.
Research limitations/implications
This paper is limited to data collected from practitioners working on mining projects. Due to geographic and logistical constraints, the study did not include the perception of local communities in quantifying the risk factors.
Practical implications
This paper has documented the critical risk factor affecting the mining industry in Ghana. Though the identified risk types are also prevalent in other sectors of the construction industry, the key findings of this paper emphasize the need for a comprehensive risk management culture in the mining sector. From an academic research perspective, the paper contributes to a conceptual risk assessment framework.
Originality/value
The information gathered through this research can be utilized in identifying and understanding risks during the early stages of mining project implementation.
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Samuel Koomson, William Newlove Azadda, Abigail Opoku Mensah and Frank Yao Gbadago
For a public servant (PS) to be innovative, he or she needs to gather and process enough vital information from budget setting processes. However, research addressing how…
Abstract
Purpose
For a public servant (PS) to be innovative, he or she needs to gather and process enough vital information from budget setting processes. However, research addressing how budgetary participation (BP) can trigger innovative behaviour (IB) in PSs and eventually foster task performance (TP) is rare, which is why the authors conduct this research. The purpose of this study is to understand how BP shapes TP through the IB of PSs.
Design/methodology/approach
The authors develop and test a mediation model with 860 responses from public sector workers across 25 government agencies using the PLS-SEM technique of Smart PLS 4. Possible control factors were addressed for both the mediator and target-independent construct. In particular, the authors use sex, age and tenure as control factors for IB. Also, the authors use job satisfaction, job engagement and perceived fairness in the budgetary system as control factors for TP.
Findings
The authors find a favourable and significant relationship between BP and TP; BP and IB; and IB and TP. The authors also find that IB partially mediates the relationship between BP and TP, such that BP fosters TP through the innovativeness of PSs. This finding suggests that PSs who participate in budget preparation are able to innovate, which, in turn enable them to perform tasks effectively.
Research limitations/implications
The authors call on forthcoming researchers to test the mediation model in other public sector settings worldwide. They may also consider other variables that can possibly mediate the positive impacts of BP on TP.
Practical implications
Lessons are discussed for governments, human resources directors and managers, management accountants, budget officers, procurement officers and other public sector workers and consultants.
Originality/value
The authors show how BP fosters TP through the innovativeness of PSs, since there is much more to know in this regard. The authors also help to resolve the paradox of inconsistency in the BP–TP literature by using IB as a mediator.
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Samuel Famiyeh, Amoako Kwarteng, Disraeli Asante Darko and Vivian Osei
The purpose of the work is to use a systematic process to identify the environmental and social impacts of small-scale alluvial gold mining projects using data from Ghana.
Abstract
Purpose
The purpose of the work is to use a systematic process to identify the environmental and social impacts of small-scale alluvial gold mining projects using data from Ghana.
Design/methodology/approach
In this work, we used survey data collected from experts in the mining sector. This was followed by the use of a risk analysis approach to identify the significant and non-significant environmental and social impacts.
Findings
Seven key impacts associated with typical alluvial mining operations were identified. The first two are the loss of vegetation and the issue of airborne diseases from dust as a result of vegetation losses during the clearing of vegetation in the block out area. The third and fourth issues were loss of vegetation and airborne diseases as a result of vegetation losses during the removal of overburden. The fifth, sixth and seventh, most significant issues identified were the pollution from smoke fumes from the processing machines; and wastewater from the washing process. The last issue of significance was the dust pollution from the transportation of the washed gravel back to the mined pit.
Research limitations/implications
One main limitation is that the data for this study were collected from Ghana.
Practical implications
The results indicate the need for proper and systematic measures to identify the environmental and social impacts of mining activities.
Originality/value
The work provides some insights into the strategies of identifying environmental and social impacts of mining activities. It is also one of the key works that systematically identify environmental and social impacts of small-scale alluvial gold projects.
Sebastian Stoermer, Samuel E. Davies, Oliver Bahrisch and Fedor Portniagin
Corporate business activities can require expatriates to relocate to dangerous countries. Applying the expectancy value theory, the purpose of this paper is to investigate…
Abstract
Purpose
Corporate business activities can require expatriates to relocate to dangerous countries. Applying the expectancy value theory, the purpose of this paper is to investigate differences in female and male expatriates in their relocation willingness to dangerous countries as a function of sensation seeking. The authors further examine money orientation as a moderator of the effects of sensation seeking.
Design/methodology/approach
The sample is comprised of 148 expatriates currently residing in safe host countries. The authors build and examine a moderated mediation model using the PROCESS tool.
Findings
The results show that male expatriates are more sensation seeking than female expatriates. Further, the results indicate a positive main effect of sensation seeking on relocation willingness to dangerous countries. Most importantly, sensation seeking was found to mediate the effects of gender on relocation willingness. Accordingly, male expatriates are more willing to relocate to dangerous countries due to higher sensation seeking. Money orientation was not found to interact with sensation seeking.
Research limitations/implications
The authors analyzed cross-sectional data. Future studies are encouraged to use multi-wave research designs and to examine further predictors, as well as mediators and moderators of relocation willingness to dangerous countries. Another limitation is the low number of organizational expatriates in the sample.
Practical implications
The study provides implications for the process of selecting eligible individuals who are willing to relocate to dangerous countries.
Originality/value
The study is among the first research endeavors to investigate antecedents of expatriates’ relocation willingness to dangerous countries. The authors also introduce the sensation seeking construct to the literature on expatriation management.