PurposeThis empirical study aims to explore the impact of two facets of organizational pride (namely, emotional and attitudinal) on employee creativity in petrochemical companies in the Sultanate of Oman.Design/methodology/approachUsing a simple random sample technique, data were collected using a questionnaire from 278 respondents working in five major petrochemical organizations operating in Oman. Data were examined using structural equation modeling.FindingsThe findings revealed that attitudinal organizational pride is the only dimension of organizational pride that has a direct significant positive effect on creativity, while emotional pride does not affect creativity.Research limitations/implicationsThe current study is considered among the pioneering studies in its contextual field. However, despite its importance, it has several limitations. First, this study is limited to the petrochemical sector. Second, the study is limited to two variables: organizational pride and creativity. Last, this study examined creativity as one variable.Practical implicationsAttitudinal organizational pride directly affects employee creativity. Petrochemical managers should consider and enhance attitudinal organizational pride.Originality/valueThis study contributes to the literature investigating the attitudinal and emotional aspects as facets of organizational pride in relation to employee creativity, and it is the first to do so in the context of the Sultanate of Oman.
Purpose The purpose of this paper is to explore the path of motivation leading to organizational commitment resulting in reduced turnover intentions (TIs). It examine the relationship between dimensions of motivation (amotivation, introjected regulations (IRs) and intrinsic motivation (IM)) with dimensions of commitment (affective, normative and continuance). Furthermore, it test the effect of these three dimensions of commitment on TIs. Design/methodology/approach A sample of 467 teachers working in public schools in Dhofar Governate in Sultanate of Oman was selected for the study. A path analysis was conducted to test the hypothesized model. Findings The analysis unveils that teacher’s TIs can be reduced with a right mix of motivation and commitment. Furthermore, amotivation is only linked to affective commitment and this linkage is positive; IRs positively affect continuance and normative commitment (NC); and IM positively affects affective commitment and NC. Moreover, a significant negative effect of affective, normative and continuance commitment is found on TIs. Originality/value This research sheds light on how motivation can indirectly affect TI through commitment. This study is of immense importance as it focuses on the education sector in Oman especially in Dhofar Governate.
Purpose The purpose of this paper is to identify the simultaneous effect of the intellectual capital (IC) dimensions (human capital (HC), structural capital (SC), and relational capital (RC)) in enhancing the learning organization (LO) capability, specifically in the health sector. Design/methodology/approach A survey data were collected from administrative staff working in a well-known hospital in Paris. In all, 182 observations were used to test the hypotheses. The data were analyzed using multiple regression analysis. Findings The results illustrate that only one dimension of IC, namely HC has a positive and significant effect on the LO capability while the other two dimensions namely SC and RC were found to have no significant effect. Research limitations/implications The current study highlights the significance of the HC in building and enhancing the LO. Practical implications Hospitals’ decision makers should play a more decisive role in the process of attracting, maintaining, and training HR. It also confirms the importance of sustaining a sound work environment that motivates HR for continuous learning. Originality/value Few studies have examined the impact of IC on the LO capability in hospitals.
The traditional paradigm prioritizes local culture in application design; however, popular applications with persuasive systems design (PSD) like WhatsApp appeal to a global audience beyond local cultural attributes. The purpose of this study is to test the moderating role of Hofstede’s cultural dimensions on PSD and the relationship to loyalty in the context of WhatsApp. By employing an online survey, data were collected from the Netherlands, Germany, KSA, and Malaysia (N = 488). Using regression moderation analyses, the hypotheses were tested. Findings suggest that only two cultural dimensions, namely power distance and individualism, have a moderating role: power distance in Germany, and individualism in both KSA and Malaysia. This implies that managers must consider the possible influence of some cultural dimensions on loyalty. The study contributes to the literature by focusing on smartphone apps in countries with varying cross-cultural dimensions scores and utilizing the user’s perspective instead of the designer’s perspective.
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