This research aimed at examining the direct impact of Toxic leadership on counterproductive work behaviors at The National Authority for Egyptian Railways and exploring whether organizational anomie plays a mediating role in this relationship. The research began with a literature review of Toxic leadership, counterproductive work behaviors organizational anomie followed by developing a conceptual framework and formulating four main hypotheses. A field study was then conducted using a sample of 324 (21 top management, 303 middle management) at The National Authority for Egyptian Railways and the number of completed questionnaires is 308. Collected data were analyzed using the Structural Equation Modeling. Statistical results revealed that all dimensions of the Toxic leadership (Selfpromotion, Abusive supervision, Unpredictability, Narcissism, Authoritarian leadership) have a statistically significant positive direct impact on counterproductive work at The National Authority for Egyptian Railways. Regarding the direct impact of Toxic leadership dimensions on all dimensions of organizational anomie (organizational cynicism, organizational normlessness, organizational valuelessness), besides, it was found that all dimensions of Toxic leadership have a statistically significant positive direct impact on all dimensions of organizational anomie except Authoritarian leadership hasn't a statistically significant positive direct impact on organizational normlessness. Moreover, Statistical results also revealed that all dimensions of organizational anomie have statistically significant direct impact on counterproductive work behaviors. Finally, regarding the mediation of organizational anomie, findings showed that all dimensions of organizational anomie play a mediating role in the relationship between Toxic leadership and counterproductive work behaviors at The National Authority for Egyptian Railways.
This research aimed at examining the direct impact of resonant leadership on strategic supremacy in foreign universities in Egypt and exploring whether attitudes toward organizational change play a mediating role in this relationship. The research began with a literature review resonant leadership, strategic supremacy and attitudes toward organizational change followed by developing a conceptual framework and formulating four main hypotheses. A field study was then conducted using a sample of 246 at three levels (top-middle-executive) at 8 foreign universities in Egypt and the number of completed questionnaires is 233. Collected data were analyzed using the Structural Equation Modeling. Statistical results revealed that all dimensions of the resonant leadership (Mindfulness, Hope and Compassion) have a statistically significant positive direct impact on strategic supremacy that can be measured by the following dimensions (sphere of influence, competitive configurations, Competitive compression) in 8 foreign universities in Egypt. Regarding the direct impact of resonant leadership dimensions on attitudes toward organizational change, it was found that all dimensions of resonant leadership have a statistically significant positive direct impact on attitudes toward organizational change. Moreover, Statistical results also revealed that attitudes toward organizational change have statistically significant direct impact on strategic supremacy. Finally, regarding the mediation of attitudes toward organizational change, findings showed that attitudes toward organizational change play a mediating role in the relationship between resonant leadership and strategic supremacy in foreign universities in Egypt.
This research aimed at examining the direct impact of digital transformation on sustainable development at the Private hospitals in the governorates of Lower Egypt and exploring whether development of HRM practices play a mediating role in this relationship. The research began with a literature review of digital transformation, sustainable development development of HRM practices followed by developing a conceptual framework and formulating four main hypotheses. A field study was then conducted using a sample of 384 employee working at all administrative levels (Top, Middle, executive) at the Private hospitals in the governorates of Lower Egypt and the number of completed questionnaires is 375. Collected data were analyzed using the Structural Equation Modeling. Statistical results revealed that all dimensions of the digital transformation (Building DT Strategy, Spreading DT Culture, Human Dimension, procedural Dimension, technical Dimension) have a statistically significant positive direct impact on dimensions of Sustainable development that can be measured by three dimensions (Economic, Social, Environmental) at the Private hospitals in the governorates of Lower Egypt. Regarding the direct impact of digital transformation dimensions on development of HRM practices (recruitment, selection, training &development, compensation system, performance management), it was found that all dimensions of digital transformation have a statistically significant positive direct impact on development of HRM practices. Moreover, Statistical results also revealed that development of HRM practices have statistically significant direct impact on sustainable development dimensions. Finally, regarding the mediation of development of HRM practices, findings showed that development of HRM practices play a mediating role in the relationship between digital transformation dimensions and sustainable development dimensions at the Private hospitals in the governorates of Lower Egypt.
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