Bilal Afsar, Asad Shahjehan and Syed Imad Shah
The purpose of this study is to investigate the mediating effect of job embeddedness on the relationships between high-performance work practices, trust in supervisor and turnover…
Abstract
Purpose
The purpose of this study is to investigate the mediating effect of job embeddedness on the relationships between high-performance work practices, trust in supervisor and turnover intentions of frontline employees in the hospitality industry.
Design/methodology/approach
Data were collected from 343 frontline employees working in four- and five-star hotels of Thailand. Partial least squares was used for analysis because it is considered as the best method to analyze the data containing both reflective and formative indicators.
Findings
Results suggest that job embeddedness fully mediates the effects of high-performance work practices and trust in supervisor on turnover intentions and turnover intention positively affects the actual voluntary turnover.
Practical implications
The study confirms that high-performance work practices (empowerment, training and rewards) and trust in supervisor affect turnover intentions through on-the-job embeddedness. Hence, high-performance work practices embed hotel employees in their jobs, and they are unlikely to display turnover intentions. Furthermore, low level of trust in supervisor must be addressed to maintain a healthy environment where employees are able to develop their job embeddedness.
Originality/value
This study contributes to the body of research on the theoretical explanation of the consequences of trust in supervisor in hospitality industry, as well as to the growing body of research on turnover intentions in frontline employees.
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Ali Muhammad, Jehangir Zeb Khan, Syed Imad Shah and Murad Ali
The purpose of this paper is to examine the struggle of and explore opportunity structure for a special class of social entrepreneurs, known as musicpreneurs, in the context of a…
Abstract
Purpose
The purpose of this paper is to examine the struggle of and explore opportunity structure for a special class of social entrepreneurs, known as musicpreneurs, in the context of a war-ridden conflict region of Pakistan. A unique case of Pashtun musicians is undertaken, who are confronted with multiple challenges and barriers while commercializing their musical skills. It provides a holistic account of a journey towards self-sustenance from the perspective of real-life musicpreneurs living in harsh socio-economic conditions.
Design/methodology/approach
This research is guided by constructionism and interpretive methodology, where semi-structured in-depth interviews were conducted from 28 entrepreneurs in Peshawar, capital city of the Khyber Pakhtunkwa Province and its surroundings. Qualitative thematic analysis was used to analyze transcribed data.
Findings
This research categorizes all findings into seven unified themes. A common Pashtun shows profound love for music, yet surprisingly, does not extend the same intensity of love to musicians. Till recently, Pashtun musicpreneurs are confronted by multiple challenges and barriers such as copyright violations, socio-cultural resistance and discrimination. However, they have devised new opportunity structures to commercialize their skills and adopt music as a sustainable career.
Research limitations/implications
This research explored multiple aspects of Pashtun musicpreneurs’ lives, compromising minute details on some aspects, for example, limited opportunity structure for musicpreneurs. It bears implications not only for Pakistan but other similar hostile environments for musicpreneurship. For lasting sustainability, overall tranquility and for the promotion of musicpreneurship, challenges surrounding musicpreneurs need to be addressed.
Originality/value
It is the first study of its kind to explore the struggle of musicpreneurs in hostile socio-economic conditions. From theoretical standpoint, a new theory of musicpreneurship is substantiated by paving ways to resolve barriers experienced in the most unfavourable conditions.
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Syed Imad Shah, Asad Shahjehan and Bilal Afsar
Studies highlighting negative behavioral influences of Machiavellians are plentiful; however, those prescribing their management are scarce. Machiavellians are intelligent…
Abstract
Purpose
Studies highlighting negative behavioral influences of Machiavellians are plentiful; however, those prescribing their management are scarce. Machiavellians are intelligent, adaptable and resourceful people with negative, self-serving and unethical persona traits. Their abundance in organizations poses a challenge for managers in minimizing negative consequences of Machiavellian's manipulative behaviors and tap into their true potential. Leadership can play a crucial role in this regard. This purpose of this paper is to investigate the moderating effects of transformational leadership (TFL) versus transactional leadership (TSL) styles on the relationship between subordinates' Machiavellianism and their organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). The aim was to highlight the style that better adept in managing high-Mach subordinates.
Design/methodology/approach
This cross-sectional study used multiple surveys administered to 90 managers and their 269 subordinates from 56 organizations. Multiple regression was used for testing and hypothesize linear and supplementary nonlinear relationships between the study variables.
Findings
After a detailed data analysis, authors posit that, as compared to TFL, the TSL style is better suited for managing Machiavellian subordinates.
Practical implications
By employing transactional tactics, leaders can reign in the divergent behavior of Machiavellians, thus, transforming them into useful organizational assets.
Originality/value
This study expands on limited body of knowledge on managing Machiavellians. It advocates using TSL for improving the OCB of Machiavellians while countering their CWBs. Furthermore, this study contributes to transactional/transformational theories as it lends credence to the situational theory of leadership.
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Adriana Madya Marampa, Althon K Pongtuluran and Eka Pariyanti
This study aims to explore the distinctive dynamics of knowledge sharing, empowering leadership, psychological empowerment, innovative work behavior, and the moderating impact of…
Abstract
Purpose
This study aims to explore the distinctive dynamics of knowledge sharing, empowering leadership, psychological empowerment, innovative work behavior, and the moderating impact of kinship employee engagement in the creative industries of SMEs in Tana Toraja, Indonesia.
Design/methodology/approach
Using structural equation modeling, this research analyzes quantitative data collected from 512 employees in creative industry SMEs.
Findings
Knowledge sharing is not found to be associated with psychological empowerment but is positively related to innovative work behavior. Empowering leadership is positively associated with both psychological empowerment and innovative work behavior. Psychological empowerment mediates the relationships between knowledge sharing and innovative work behavior, as well as between empowering leadership and innovative work behavior. Finally, kinship employee engagement moderates the relationship between psychological empowerment and innovative work behavior.
Research limitations/implications
The cross-sectional design restricts establishing causal relationships among variables, suggesting the need for longitudinal studies. Contextual factors specific to Tana Toraja, such as cultural nuances and economic conditions, may not have been fully explored, impacting the applicability of findings elsewhere. Future research could mitigate these limitations by using larger and more diverse samples, using mixed-methods approaches and conducting longitudinal studies to track changes over time.
Practical implications
The findings underscore the importance of nurturing empowering leadership and promoting a culture of knowledge sharing to cultivate innovative work behavior. Moreover, leveraging kinship relationships can optimize organizational effectiveness and employee engagement in culturally nuanced settings.
Social implications
Strengthening these organizational practices not only enhances SME performance in creative industries but also fosters community cohesion and contributes positively to societal well-being.
Originality/value
This research uniquely explores the interplay of knowledge sharing, empowering leadership, psychological empowerment and the role of kinship employee engagement in enhancing innovative work behavior within SMEs in culturally distinct contexts like Tana Toraja’s creative industries.