Nazia Habib, Shaheryar Naveed, Muhammad Mumtaz, Rabia Sultana and Shoaib Akhtar
Leaders have been facing serious challenges in managing organizations during COVID-19, which has brought the need for implementing sudden technological change across the globe…
Abstract
Purpose
Leaders have been facing serious challenges in managing organizations during COVID-19, which has brought the need for implementing sudden technological change across the globe. Hence, it was important to identify effective leadership styles to successfully manage the transformational process during the period. Therefore, the current study aims to explore and compare the effectiveness of transformational and ethical leadership (EL) in terms of achieving organizational goals during COVID-19 in public and private sector organizations in Pakistan.
Design/methodology/approach
Comparative research was carried out to find out the effectiveness of transformational and EL during and pre-COVID-19 in public and private sector organizations using the lens of social exchange theory. Data was collected from 214 respondents representing 67.6% of public and 32.4% of private sector organizations of Pakistan at two different points in time. Detailed comparative analyses were conducted in AMOS version 24 to assess the effectiveness of leadership styles before and during COVID-19 times.
Findings
On the whole, transformational leadership (TL) was found to have a greater impact on organizational effectiveness (OE) in comparison with EL in both pre-and during COVID-19 situations. Moreover, the effectiveness of TL significantly increased and the same decreased for EL during COVID-19. Additional analyses indicated that TL was effective for the private sector and EL for public sector organizations during COVID-19.
Research limitations/implications
The study has not considered the mediating mechanisms of employee motivation, engagement and performance in the relationship between transformational and EL styles and OE, which can be explored in the future.
Practical implications
These results have important implications for private and public sector organizations and suggest that the adoption of a TL style will generate better results in the private sector and an EL style in public sector organizations to achieve OE in uncertain situations such as COVID-19.
Social implications
The study shows that leadership with more care and concern for humanity tends to perform better in terms of generating results for OE. Therefore, both transformational and EL are based on individualized consideration for employees and are effective during COVID-19 in private and public sector organizations in Pakistan.
Originality/value
The study has carried out the comparative analyses in three different ways, including leadership styles (transformational and ethical), type of organization (private and public) and time frames (pre and during COVID-19), which is a true contribution of the research in the Pakistani context.
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Isaac Nyarko Adu, Kwame Owusu Boakye, Samuel Yeboah and Evelyn Twumasi
This study seeks to examine the mediating role of innovative work behavior (IWB) in the relationship between entrepreneurial leadership (EL) and employee performance.
Abstract
Purpose
This study seeks to examine the mediating role of innovative work behavior (IWB) in the relationship between entrepreneurial leadership (EL) and employee performance.
Design/methodology/approach
The study adopted the cross-sectional research design of quantitative approach where data were collected from 344 employees in Ghana’s food and beverages industry. The retrieved data were analyzed using descriptive and inferential statistics (partial least squares structural equation modeling).
Findings
Mainly, the study revealed that IWB positively and significantly mediated the relationship between EL and contextual and task performance (TP). The study found that EL has a significant positive relationship with task and contextual performance (CP). This indicates that leaders who demonstrate entrepreneurial qualities, such as innovation, proactiveness and risk-taking, are likely to enhance their team’s ability to complete specific tasks effectively (TP) and contribute positively to the broader organizational environment (CP).
Practical implications
Practically, organizations that prioritize EL qualities among managers and supervisors in the form of providing training programs, coaching and mentorship opportunities that emphasize innovation, risk-taking and pro-activeness in decision-making significantly influence their employee performance.
Originality/value
The originality and value of this study lie in its comprehensive exploration of the relationship between EL, IWB and performance outcomes.
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Muhammad Nawaz Khan, Khurram Shahzad and Jos Bartels
In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing…
Abstract
Purpose
In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing behavior — through the mediating role of self-esteem threat was investigated using affective events theory. The moderating role of rejection sensitivity was also examined.
Design/methodology/approach
Data were collected in three time lags from head nurses (N = 178) working in public and private hospitals. The hypothesized relationships were tested using variance-based structural equation modeling with partial least squares.
Findings
Boss phubbing negatively affected employees' sense of work meaningfulness and had a positive direct and indirect relationship with employee phubbing behavior through self-esteem threat. The hypothesized moderating role of rejection sensitivity was not supported.
Practical implications
The authors recommend that organizations develop policies addressing boss phubbing in the workplace, particularly in contexts in which a high leader–member exchange is desired for organizational effectiveness, such as health-related services. Superiors, such as doctors, should review their mobile phone usage during interactions with subordinates because it is detrimental to employee outcomes.
Originality/value
This study is a nascent attempt to test the hypothesized relationships on the emerging phenomenon of phubbing at work in the human–computer interaction domain in Pakistan, a developing country, particularly in hospital settings where a high leader–member exchange is pivotal.
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Engaged employees assure organizational competitiveness and sustainability. The purpose of this study is to explore the relationship between job resources and employee turnover…
Abstract
Purpose
Engaged employees assure organizational competitiveness and sustainability. The purpose of this study is to explore the relationship between job resources and employee turnover intentions, with employee engagement as a mediating variable.
Design/methodology/approach
Data were collected from 934 employees of eight wholly-owned pharmaceutical industries. The proposed model and hypotheses were evaluated using structural equation modeling. Construct reliability and validity was established through confirmatory factor analysis.
Findings
Data supported the hypothesized relationship. The results show that job autonomy and employee engagement were significantly associated. Supervisory support and employee engagement were significantly associated. However, performance feedback and employee engagement were nonsignificantly associated. Employee engagement had a significant influence on employee turnover intentions. The results further show that employee engagement mediates the association between job resources and employee turnover intentions.
Research limitations/implications
The generalizability of the findings will be constrained due to the research’s pharmaceutical industry focus and cross-sectional data.
Practical implications
The study’s findings will serve as valuable pointers for stakeholders and decision-makers in the pharmacuetical industry to develop a proactive and well-articulated employee engagement intervention to ensure organizational effectiveness, innovativeness and competitiveness.
Originality/value
By empirically demonstrating that employee engagement mediates the nexus of job resources and employee turnover intentions, the study adds to the corpus of literature.
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Peter Madzík, Petr Soukup, Dominik Zimon, Milan Droppa, Eva Štichhauerová, Eva Šírová and Kateryna Lysenko-Ryba
The growth of interest in individual and organizational performance has elevated the importance of theories that explain their mutual relationships. The aim of this study is to…
Abstract
Purpose
The growth of interest in individual and organizational performance has elevated the importance of theories that explain their mutual relationships. The aim of this study is to thoroughly explore how different factors that boost performance, such as individual motivation and management systems, are connected to the results achieved by both individuals and the organization as a whole.
Design/methodology/approach
Data were collected from 409 employees across heterogenous companies. A structural equation model (SEM) was used to examine the relationships among the performance enable variables and output performance variables.
Findings
The results of the final model show (1) a strong relationship between individual and organizational performance, (2) a moderate relationship between an individual’s satisfaction with the task between internal motivation and individual performance, (3) a moderate relationship between organizational skills between internal motivation and organizational performance, (4) a relationship between adherence to the principles of management systems and organizational performance. It was also found that (5) the motivation of employees mediates the relationship between adherence to the principles of management systems and individual performance.
Research limitations/implications
The limitation could be the choice of scales for individual factors, as some of them have not been validated in the past and have only been empirically examined in this study. Another limitation could be the geographical scope of the study, as the data were collected from only one country.
Originality/value
This research introduces a new approach to exploring the relationship between motivational factors, management systems and performance at both individual and organizational levels. Unlike previous studies that focused on isolated performance components, our research presents a comprehensive model integrating these factors into a unified framework. This model offers deeper insights into how the combination of internal motivations and management systems impacts performance in various contexts. The research fills a gap in the literature on the interactions between these key components and provides new empirical evidence on their influence in achieving performance goals.
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Adedayo Ayodeji Odebode and Oyeronke Toyin Ogunbayo
The growing concern with the rapid evolution in adopting emerging technologies in the real estate industry to enhance performance is a threat to conventional practice. The paper…
Abstract
Purpose
The growing concern with the rapid evolution in adopting emerging technologies in the real estate industry to enhance performance is a threat to conventional practice. The paper aims to examine the latent influence of digital-based technology on employees toward improving organizational performance.
Design/methodology/approach
The study employed an exploratory research design. The study sampled 132 real estate firms in Lagos State, Nigeria. The study adopts a random sampling method, and only 87 questionnaires were retrieved and found suitable for analysis. The data were analyzed using descriptive and inferential statistics.
Findings
The study perceived that the adoption of digital-based tools enhances employee creativity and usage, work ethics, decision-making skills, behaviors and traits toward business performance. Furthermore, firm culture, training and development, assessment of employee productivity metrics, the firm’s expectations and strategic technology applications are significant factors that impact employee decisions to drive organizational performance.
Practical implications
The study has an implication for the real estate industry in a achieving technology-based performance system by involving employees’ in attaining overall organizational business objectives.
Originality/value
The paper is relevant because it examines the empirical study of the influence of digital technologies in enhancing employee performance with the goal of enhancing the organization’s competitiveness while maintaining flexible approaches to withstand future business risk and uncertainty.
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Laura Zapata, Gerardo Ibarra and Pierre-Henri Blancher
New ways of working have rapidly increased in organizations, promising employees a better control over their work time, space, and more autonomy. The present study analyzes the…
Abstract
Purpose
New ways of working have rapidly increased in organizations, promising employees a better control over their work time, space, and more autonomy. The present study analyzes the relationship between new ways of working and employee engagement and productivity.
Design/methodology/approach
A survey was conducted to evaluate organizational practices developed based on flexible schemes and the relevance of employee engagement for better productivity based on digital tools. Data were analyzed using structural equation modeling.
Findings
New ways of work requires an integration of workspaces' design, social interaction, and individual wellness. Organizations need to recognize how employees' trust, commitment, and passion are fundamental to face current and future changes. Flexibility in time and space and digital tools for work are critical.
Practical implications
A personalization of organizational practices to support individual well-being and flexible and hybrid schemes of work are needed. Developing policies collaboratively to work together respectfully in a hybrid environment is necessary.
Social implications
Hybrid work format is allowing women to balance career and childcare, reducing the wage gap with men. The green imperative has also played a role reducing the amount of carbon monoxide produced via commuter.
Originality/value
The present study exposes how organizational practices must ensure employee well-being and autonomy to perform their tasks. In this regard, employees need to be recognized as individuals, physically and mentally. Attempting to force a one-size-fit-all solution can have detrimental effects on the workforce, particularly on women, people of lower socioeconomic status, and people in less advanced economies. Personalization requests empowerment and democratization at work.
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Savita Rani, Rakhi Singh, Rachna Sehrawat, Barjinder Pal Kaur and Ashutosh Upadhyay
Pearl millet (Pennisetum glaucum) is a rich source of nutrients as compared to the major cultivated cereal crops. However, major factors which limit its utilization are the…
Abstract
Purpose
Pearl millet (Pennisetum glaucum) is a rich source of nutrients as compared to the major cultivated cereal crops. However, major factors which limit its utilization are the presence of anti-nutritional factors (phytate, tannins and polyphenols) which lower availability of minerals and poor keeping quality because of higher lipase activity. Therefore, this paper aims to focus on the impact of different processing methods on the nutrient composition and anti-nutritional components of pearl millet.
Design/methodology/approach
This is a literature review study from 1983 to 2017, focusing on studies related to pearl millet processing and their effectiveness in the enrichment of nutritional value through reduction of anti-nutritional compounds.
Findings
From the literature reviewed, pearl millet processing through various methods including milling, malting, fermentation, blanching and acid as well as heat treatments were found to be effective in achieving the higher mineral digestibility, retardation of off flavor, bitterness as well as rancidity problems found during storage of flour.
Originality/value
Through this review paper, possible processing methods and their impact on the nutrient and anti-nutrient profile of pearl millet are discussed after detailed studied of literature from journal articles and thesis.
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Deepak Datta Nirmal, K. Nageswara Reddy and Sujeet Kumar Singh
The main purpose of this study is to provide a comprehensive review and critical insights of the application of fuzzy methods in modeling, assessing and understanding the various…
Abstract
Purpose
The main purpose of this study is to provide a comprehensive review and critical insights of the application of fuzzy methods in modeling, assessing and understanding the various aspects of green and sustainable supply chains (SSCs).
Design/methodology/approach
The present study conducts a systematic literature review (SLR) and bibliometric analysis of 252 research articles. This study employs various tools such as VOSviewer version 1.6.10, Publish or Perish, Mendeley and Excel that aid in descriptive analysis, bibliometric analysis and network visualization. These tools have been used for performing citation analysis, top authors' analysis, co-occurrence of keywords, cluster and content analysis.
Findings
The authors have divided the literature into seven application areas and discussed detailed insights. This study has observed that research in the social sustainability area, including various issues like health and safety, labor rights, discrimination, etc. is scarce. Integration of the Industry 4.0 technologies like blockchain, big data analytics, Internet of Things (IoT) with the sustainable and green supply chain (GSC) is a promising field for future research.
Originality/value
The authors' contribution primarily lies in providing the integrated framework which shows the changing trends in the use of fuzzy methods in the sustainability area classifying and consolidating green and sustainable supply chain management (SSCM) literature in seven major areas where fuzzy methods are predominantly applied. These areas have been obtained after the analysis of clusters and content analysis of the literature presenting key insights from the past and developing the conceptual framework for future research studies.
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Sara Ebrahim Mohsen, Allam Hamdan and Haneen Mohammad Shoaib
Integrating artificial intelligence (AI) into various industries, including the financial sector, has transformed them. This paper aims to examine the influence of integrating AI…
Abstract
Purpose
Integrating artificial intelligence (AI) into various industries, including the financial sector, has transformed them. This paper aims to examine the influence of integrating AI, including machine learning, process automation, predictive analytics and chatbots, on financial institutions and explores its various aspects and areas. The study aims to determine the impact of AI integration on financial services, products and customer experience.
Design/methodology/approach
The research study uses quantitative and qualitative methods, as well as secondary data analysis. It investigates four AI subfields: machine learning, process automation, predictive analytics and chatbots.
Findings
The research findings indicate that integrating AI, particularly in machine learning and chatbot subfields, holds promise and high strategic potential for financial institutions. These subfields can contribute significantly to enhancing financial services and customer experience. However, the significance of predictive analytics integration and process automation is relatively lower. Although these subfields retain their usefulness, they might necessitate alternative workflows and tools that incorporate human involvement. Overall, AI integration minimizes human interactions and errors in financial institutions.
Originality/value
The research study contributes original insights by exploring the specific subfields of AI within the financial industry and assessing their strategic significance. It provides recommendations for financial institutions to adopt AI integration partially in multiple phases, measure and evaluate the impact of the transformation and structure internal units and expertise to strategize adoption and change.