Tamer Koburtay and Radi Haloub
This paper emphasizes the theoretical relevance that workplace spirituality may add to the person–organization (P-O) fit theory through the examination of a framework that…
Abstract
Purpose
This paper emphasizes the theoretical relevance that workplace spirituality may add to the person–organization (P-O) fit theory through the examination of a framework that comprises how workplace and self-spirituality fit enhances the perceived P-O spirituality fit. A related aim is to test how the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behavior.
Design/methodology/approach
Data were collected using a quantitative study of 132 employees across various organizations in Jordan. Data were firstly checked by the use of exploratory factor analysis (EFA) and reliability tests. Hypotheses have been tested by the use of hierarchical multiple regression analysis.
Findings
In line with the hypotheses, the study's results exhibited that workplace and self-spirituality fit positively enhances the perceived P-O spirituality fit. The results also show that the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behaviors.
Practical implications
The present study warrants several practices for human resource management (HRM), policy and development. It suggests that HRM practices should encourage a more “spiritual– and ethical-friendly” environment by ensuring that staffing and other HRM responsibilities are clearly committed to ethics and supportive of spirituality. Specifically, within performance appraisal policies, HR managers may include specific policies and ethical action targets to promote more ethical behaviors. There may be regular monitoring to track the trajectory of the HRM practices in this regard.
Originality/value
The contribution of this paper extends beyond the vast literature on P-O fit with the generation of a new concept (i.e. P-O spirituality fit) to the literature in a Muslim-majority country. This offers reinvigorated awareness of the topic under study and suggests specific future research directions.
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Tamer Koburtay, Ahmad Abualigah, Jawad Syed and Abbas J. Ali
This study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a…
Abstract
Purpose
This study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.
Design/methodology/approach
Data were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).
Findings
While the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).
Research limitations/implications
This study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.
Practical implications
The study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.
Originality/value
The research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.
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Tamer Koburtay and Zaid Alqhaiwi
Informed by the concept of well-being in Islam and the eudaimonic view of psychological well-being (PWB), and drawing on resilience theory, this study aims to understand (1) the…
Abstract
Purpose
Informed by the concept of well-being in Islam and the eudaimonic view of psychological well-being (PWB), and drawing on resilience theory, this study aims to understand (1) the implications of residing in conflict areas for entrepreneurs’ PWB, (2) the barriers facing entrepreneurs in these areas and (3) the implications of their religiosity for their PWB.
Design/methodology/approach
Utilizing an interpretative qualitative method, this study employed 22 entrepreneurs residing in conflict areas (Palestine and Libya). Thematic analysis was used to explore the participants’ experiences and insights.
Findings
The findings show that living in conflict areas enhances certain components of entrepreneurs’ PWB, such as self-acceptance and having a purpose in life and diminishes other components of their PWB, including environmental mastery, personal growth, the presence of autonomy and positive relations with others. Additionally, the findings suggest that religiosity, viewed through an Islamic lens, positively contributes to entrepreneurs’ PWB and identify societal (macro level) barriers faced by entrepreneurs in these areas.
Originality/value
The study is theoretically and contextually relevant and offers novel insights into the interplay between religion and well-being in conflict areas. It presents a reinvigorated awareness, opens specific research directions and permits the contextual applicability and possible extension of resilience theory.
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Tamer Koburtay, Jawad Syed and Radi Haloub
Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory…
Abstract
Purpose
Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders.
Design/methodology/approach
The paper reviews and synthesises recent research on the linkages between gender and leadership.
Findings
The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success.
Practical implications
The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders.
Originality/value
The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.
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Tala Abuhussein, Tamer Koburtay and Jawad Syed
This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being.
Abstract
Purpose
This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being.
Design/methodology/approach
Responses were collected through face-to-face semi-structured interviews along with open-ended questions in a paper-based survey. In total, 24 female workers across various organizations in Jordan participated in this study.
Findings
The results show how prejudice against female workers can affect the six dimensions of their eudaimonic psychological well-being (Ryff, 1989). Specifically, the results show that prejudice may push women to work harder to prove they are capable of achieving their goals and, as a result, it may positively enhance their self-acceptance, sense of growth, purpose in life and autonomy. However, the study also shows that prejudice against women negatively affects their environmental mastery and relationships with others.
Practical implications
This study may help create greater sensitivity and awareness about gender prejudice and its effects on female workers’ psychological well-being. It also highlights women’s resilience which may be deemed valuable to develop women in leadership roles in organizations.
Originality/value
This study offers a fresh and nuanced understanding of the impact of gender prejudice on female workers’ psychological well-being.
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Zaid Oqla Alqhaiwi, Tamer Koburtay and Osman M. Karatepe
Drawing from conservation of resources (COR) and regulatory fit theories, this paper aims to propose and examine moderated mediation model of service innovative behavior among…
Abstract
Purpose
Drawing from conservation of resources (COR) and regulatory fit theories, this paper aims to propose and examine moderated mediation model of service innovative behavior among salespeople.
Design/methodology/approach
The hypothesized links were gauged based on time-lagged and multiple sources of data collected from salespeople and their supervisors in a large-scale multi-brand retail firm.
Findings
The hypothesized relationships were confirmed, and the moderated mediation model proposed in this paper was viable. Results suggest that person–job (P-J) fit boosts salespeople’s service innovative behavior, and intrinsic motivation (INTMOT) mediates this relationship. Promotion focus strengthens the positive influence of P-J fit on salespeople’s INTMOT. More importantly, promotion focus moderates the indirect positive link between P-J fit and service innovative behavior through INTMOT.
Originality/value
This research enhances the current knowledge by assessing promotion focus as a moderator of the impact of P-J fit on service innovative behavior via INTMOT among salespeople. To the best of the authors’ knowledge, there is no established research examining the abovementioned links in the sales literature.
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Tala Abuhussein and Tamer Koburtay
Drawing on the “5Ms” gender cognizant framework, this study seeks to investigate how money, motherhood, management, the market and the macro/meso environment dimensions of the 5Ms…
Abstract
Purpose
Drawing on the “5Ms” gender cognizant framework, this study seeks to investigate how money, motherhood, management, the market and the macro/meso environment dimensions of the 5Ms may influence women's entrepreneurship in Jordan. A related aim is to offer in-depth insights and a fresh understanding of potential factors not included in the original 5Ms model.
Design/methodology/approach
The study takes a qualitative-inductive approach, using semi-structured interviews with 14 women entrepreneurs from various industries in Jordan.
Findings
The paper highlights the positive (or adverse) impact of the 5Ms factors (motherhood, macro/meso environment, the market, management and money) on women entrepreneurs in Jordan and introduces new emerging factors. The paper concludes with an extended view of the 5Ms model.
Practical implications
This study may help develop greater sensitivity and understanding about some of the adverse gender practices faced by women entrepreneurs. Policymakers in Jordan and other Arab countries may consider empowering women entrepreneurs in terms of offering more financial funds and facilities, social support, and managerial empowerment.
Originality/value
The study creates more sensitivity and awareness about the current dynamics, opportunities and impediments that affect women entrepreneurs; thus, it contributes to the extant literature by suggesting new propositions and a novel framework. This study extends Brush et al.'s (2009) 5Ms gendered framework by adding three important factors (Mental health, Maturity and Maintainability). The empirical update and contextual extension of Brush et al.'s (2009) 5Ms model highlight a theoretical contribution.
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Ahmad Abualigah, Tamer K. Darwish, Julie Davies, Muhibul Haq and Syed Zamberi Ahmad
Drawing on job demands-resources (JD-R) theory, this study aims to develop a model of how work engagement mediates the relationship between supervisor support and affective…
Abstract
Purpose
Drawing on job demands-resources (JD-R) theory, this study aims to develop a model of how work engagement mediates the relationship between supervisor support and affective commitment, with religiosity moderating the relationship between supervisor support and work engagement. This study further tests a moderated-mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment within a unique institutional context where religious values and beliefs significantly influence and shape people management practices.
Design/methodology/approach
Using a survey-based approach, data were collected from 367 employees from the telecommunication sector in the context of Jordan.
Findings
Supervisor support was positively related to work engagement, which positively impacts affective commitment. Work engagement mediated the relationship between supervisor support and affective commitment. In addition, religiosity amplified the relationship between supervisor support and work engagement, and the mediating effect of work engagement on the relationship between supervisor support and affective commitment.
Originality/value
This study contributes to JD-R theory and pertinent literature by examining the moderating role of religiosity, an important yet neglected personal resource. To the best of the authors’ knowledge, this study is the first to examine the interaction effect between religiosity and supervisor support in predicting work engagement. It is also the first to examine a moderated mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment.