Transformational leadership and employee efficiency: knowledge sharing as mediator

Mediating role of pro-environmental behavior in environmentally specific transformational leadership and subjective well-being

Purpose

Based on self-determination theory, the paper investigates the link between environmentally specific transformational leadership (ETFL) and subjective well-being (SWB) of employees working in an energy intensive industry. The paper also aims to examine pro-environmental behavior (PEB) as a mediator mechanism between ETFL and SWB relationship.

Design/methodology/approach

An empirical research design was used for the analysis. In total, 293 respondents working in different energy intensive Indian companies filled the questionnaire for the study. The data were analyzed using structural equation modeling SMART-PLS 3 software which is a graphical user interface for variance-based structural equation modeling using the partial least squares path modeling method. Two stages of analysis were conducted: the measurement model and the structural model.

Findings

The results indicate that (1) ETFL has a significant positive impact on PEB. (2) PEB is positively correlated to SWB. (3) ETFL has a significant impact on SWB. (4) The underlying mechanism process of ETFL and SWB relationship is explained by mediation of PEB.

Practical implications

Overall, the study insinuates that PEB act as underlying mechanism in environmental leadership and SWB of employees. The study further suggests that the management should promote green leaders for enhancing the overall SWB of the managements' employees especially in energy intensive sector. Doing so helps the managers to enhance managers' environmental conscious behavior for inducing SWB of employees.

Originality/value

The study contributes to novel findings in existing literature particularly to determine ETFL and PEB as predictors of SWB especially in energy intensive sector. The study also leads the ways for organizations by promoting green conscious leaders, which stimulates PEB among employees that ultimately contributes to SWB of employees. Furthermore, the research methodology can be used in other studies for variation of contextual variables such as size of the industry, developed or underdeveloped country and manufacturing or service industry.

Responsible Leadership and Sustainable Development in East Asia Economic Group: Application of Social Exchange Theory

This study aimed to investigate the integrated relationship of responsible leadership, knowledge sharing, and sustainable performance, drawing from social exchange theory. Data from 264 employees of manufacturing firms in China were collected using online survey forms, exhibiting a response rate of 52.80 percent. Subsequently, the partial least square-structural equation modelling (PLS-SEM) was applied to examine responsible leadership’s direct and indirect effect on sustainable performance. Current empirical evidence revealed that responsible leaders influence sustainable performance significantly among these firms. Moreover, knowledge sharing has partially mediated the link between responsible leadership-sustainable performance. Overall, the present study contributed to the responsible leadership theory and enriched the literature on sustainable development, where it was found that responsible leaders play a critical role in the latter. Policymakers and practitioners in organisations should take the initiative in fostering specific leadership training and knowledge sharing activities. Accordingly, several recommendations were suggested to policymakers, in which strong leadership is considered the primary role behind several organisational aspects. These aspects include success, knowledge, and information, encouraging sustainable development goals.

Entrepreneurial Leadership and Entrepreneurial Success: The Role of Knowledge Management Processes and Knowledge Entrepreneurship

Various leadership styles have been widely studied to understand success. However, little research has empirically explored how entrepreneurial leadership (EL) influences entrepreneurial success (ES). Moreover, the role of knowledge management processes (KMPs) and knowledge entrepreneurship (KE) have been overlooked. Thus, using a knowledge-based view theory, this study aims to determine the relationship between EL and ES, mediated through KMPs. In addition, for a better understanding, the study also used KE as a moderator. A quantitative survey method has been employed to collect data from 390 entrepreneurial venture (EV) owners, co-founders, and managers in tech-oriented ventures (IT and Software-based) operating in Pakistan. Smart partial least squares (PLS) statistical software was used to analyze the impact mechanism of EL on ES through the structural equation model. The findings revealed that EL style positively influences ES. In addition, KMPs fully mediate the relationship between EL and ES. Furthermore, KE as a moderator, strengthens the relationships between EL and the knowledge management process. Theoretically, this study has complemented and enriched research on the influence mechanism between EL and ES. Practically, this study has important implications for leaders, managers, and founders to promote KMPs to achieve ES.

Does Innovation Climate Help to Effectiveness of Green Finance Product R&D Team? The Mediating Role of Knowledge Sharing and Moderating Effect of Knowledge Heterogeneity

Green finance innovation has received emerging attention from the finance industry in recent years; however, few studies have explored the internal mechanisms that link innovation climate to a green finance R&D team’s effectiveness. Using data from 65 teams that belong to green finance industries, collected via the questionnaire survey, we explore how innovation climate positively affects knowledge sharing, and both innovation climate and knowledge sharing can improve the effectiveness of the green finance R&D team. We also find that knowledge sharing mediates the relationship between innovation climate and a green finance R&D team’s effectiveness and that knowledge heterogeneity moderates the relationship between knowledge sharing and team effectiveness. Based on these findings, this study contributes to providing useful recommendations for professional managers and policymakers to effectively promote the development of the green finance industry.

Work engagement, affective commitment, and career satisfaction: the mediating role of knowledge sharing in context of SIEs

Purpose

The purpose of this paper is to examine linkages between work engagement, affective commitment, and career satisfaction, while probing the mediating role of knowledge sharing in context of self-initiated- expatriates (SIEs).

Design/methodology/approach

A mediation model was tested using survey data from 266 SIEs working in US information technology (IT) multinational corporations (MNCs).

Findings

The results revealed significant direct and indirect effects of work engagement on affective commitment and career satisfaction through knowledge sharing.

Research limitations/implications

Although common method bias and validity of measurement were assessed in this study, the survey data were cross-sectional. Rigorous testing of the proposed mediated model through longitudinal design must be undertaken to allow for stronger inferences about causation.

Practical implications

The results suggest that organizations must nurture a knowledge sharing culture to promote knowledge exchange amongst SIEs. This study also underscores the importance of SIEs' work engagement as an enabler of knowledge sharing. Managers have a critical role in creating the right work environment, where SIEs feel engaged in their work and motivated to share knowledge.

Originality/value

This is the first study to examine interlinkages between work engagement, knowledge sharing, affective commitment and career satisfaction in SIEs' context.

Why some leaders qualify for hate: an empirical examination through the lens of followers’ perspective

Purpose

The leaders’ perception about self and the opinion of the subordinates about them is crucial to understand why some leaders qualify for hate. Much has been discussed on the positive and ethical side of leadership. However, the research on the darker side of leadership needs more attention. Therefore, the purpose of this paper is to explore the factors along with their impact responsible for hate-for-leaders, a relatively scant area of leadership. This study may facilitate understanding why some leaders become subject to hate despite many efforts by the organization.

Design/methodology/approach

For exploring the different factors responsible for hate-for-leaders, a survey was conducted by developing a scale using the focus group, Delphi technique, exploratory factor analysis and confirmatory factor analysis. The results were analysed using structural equation modelling.

Findings

The factors responsible for qualifying the leaders for hate were identified. Moreover, the results indicated that the subordinate hate the leaders for his/her unacceptable behaviour/actions which they assume the leader has control over it and exhibited otherwise intentionally on targeted employees. Moreover, some undesirable behaviour of leaders is attributed to fundamental attribution errors i.e. situational factors.

Practical implications

A fully developed scale for assessing the hate-quotient for leaders is proposed. This research will facilitate the managers/leaders as to why some of the followers/employees hate them. This scale provides an opportunity for managers and leaders to introspect themselves for improved workplace relationships and not to encourage sunflower management that seeks to get submissive and aligned-thought employees around the leader.

Originality/value

The fact that the decisions taken by managers/leaders adversely affecting the employees are not always because of malice or wrong intentions but sometimes due to situational factors i.e. fundamental attribution error. Moreover, the scale act as a reference to evaluate the hate-for-leaders in the organizational context.

Does personality affect the individual's perceptions of organizational justice? The mediating role of organizational politics

Purpose

The personality of an individual plays a vital role in the way an individual perceives organizational politics and justice in the workplace. However, there is meager research on how an individual's personality affects the perceptions of organizational politics and justice. This study endeavors to fill this gap by analyzing the mediating role of organizational politics perceptions on the relationship between Big Five personality dimensions and organizational justice by controlling various demographic variables. The study also proposes a benchmarking model that the policymakers can use to create positive organizational justice perceptions.

Design/methodology/approach

In this cross-sectional research, the data were collected through a multi-stage random sampling technique from 493 faculty members working in four public universities of Punjab, India. Out of 493 employees, 76.9% of the employees were assistant professors, 12.0% were associate professors and 11.2% were assistant professors. 51.5% of the employees were female, and 48.5% of the employees were male. To test the proposed hypothesized relationships, a structural equation modeling technique was used.

Findings

Results of the structural equation modeling showed that openness to experience, conscientiousness and extraversion have a negative relationship with perceptions of organizational politics. However, their relationship with perceptions of organizational justice is positive. Neuroticism has a positive relationship with perceptions of organizational politics, whereas it has a negative relationship with perceptions of organizational justice. Results also showed that high perceptions of organizational politics have a negative effect on employee's perceptions regarding organizational justice. The mediation analysis results showed that perceptions of organizational politics mediate the relationship between an individual's personality and perceptions of organizational justice.

Originality/value

There is a scant amount of research available that considers Big Five personality dimensions and organizational politics as the antecedents of organizational justice. Hence, the current study tries to fill this research gap by proposing a research model on antecedents and consequences of perceptions of organizational politics based on the cognitive-affective processing system (CAPS).

Benchmarking absorptive capacity for sustainability: a study of Indian firms

Purpose

The paper aims to explore the attributes and systemic characteristics of absorptive capacity in sustainability oriented firms in India. Such understanding shall pave a way to integrate knowledge about societal stakeholders with technological and market knowledge. The study may help other firms to benchmark their business process considering sustainability aspects to integrate a broader set of stakeholders in decision making.

Design/methodology/approach

A questionnaire-based survey was conducted to gather responses from 689 managers of 60 firms belonging to various industry sectors. Absorptive capacity of firms based on result of factorial analysis, variances explained by factors and rank of attributes is presented.

Findings

The study provides a glimpse of variability in steps taken by firms to remain competitive in current and future markets. This study highlights the importance of benefits sharing among alliance partners, knowledge-management processes, social integration for tacit knowledge and exploration of new knowledge sources. Surveyed firms require improvements in employee's skill set up-gradation, exploitation of knowledge spread across different departments and suitable training systems to promote knowledge sharing behaviour.

Research limitations/implications

The sample of study covers respondents mainly from Health, Safety and Environment/Sustainability/Clean Development Mechanism departments so leading to certain biasness in their perception.

Practical implications

The study may lead organizations to transform business processes to integrate stakeholder's concerns and expectations.

Social implications

The study may help organisations to develop important attributes of absorptive capacity for effective integration of stakeholders considering sustainability challenges.

Originality/value

This research article enhances understanding on common aspects of absorptive capacity, dynamic capability and sustainability strategies.