Have your cake and eat it too: PLSe2 = ML + PLS

Ghasemy, Majid; Jamil, Hazri; Gaskin, James

doi:10.1007/s11135-020-01013-6

Cited by 27 publications

(45 citation statements)

References 59 publications

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“…Moreover, we strongly encourage considering the multilevel structure of the data through multilevel analysis (Bentler, 2006). Finally, we recommend researchers to estimate their models using the robust PLSe2 estimator (Bentler and Huang, 2014; Ghasemy et al , 2021). Importantly, PLSe2 offers the advantages of maximum likelihood and PLS methodologies combined and its performance has been verified under normality and non-normality conditions (Ghasemy et al , 2021).…”

Section: Conclusion and Future Researchmentioning

confidence: 99%

Antecedents and consequences of wandering scholars' affect: the case of multi-cultural Malaysia in the internationalization era

Ghasemy

Derahvasht

Castillo‐Apraiz

2021

JARHE

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PurposeThis study, drawing upon affective events theory (AET), examines the relationships between work environment features, work events, affective states and attitudes in the Malaysian academic environment. Specifically, the authors examine the impact of supervisory support and welfare on role conflict, the impact of role conflict on affective states and the impact of affective states on job satisfaction using data collected from the international faculty.Design/methodology/approachThe authors collected data from 152 respondents through an online platform, and given this study's causal predictive-explanatory nature, the authors apply partial least squares structural equation modeling (PLS-SEM) for data analysis. In addition, the authors complement their analysis by examining the nonlinear effects within the model as a robustness check.FindingsFrom an explanatory perspective, the authors find support for all the hypotheses, implying the applicability of AET in academic contexts. Regarding the predictive perspective, the authors’ model exhibits a high out-of-sample predictive power. Importantly, the robustness check provides additional support for their model.Practical implicationsGiven that the international faculty comes from different countries, the authors’ findings suggest that university managers should formulate and implement policies, which encourage and celebrate cultural diversity to increase the international faculty's job satisfaction. Additionally, policies that improve the process of job designs and descriptions need amendments in a way that reduces the role conflict faced by the multicultural faculty which, in turn, leads to negative affect and ultimately to job dissatisfaction.Originality/valueThis article is one of the first research studies focusing on the verification of AET in the context of international higher education. The authors apply the recent evaluative guidelines for a solid and rigorous PLS-SEM analysis and prove that the wandering scholars' emotions matter in achieving desirable organizational outcomes in cross-cultural institutions of higher learning.

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Section: Conclusion and Future Researchmentioning

confidence: 99%

Antecedents and consequences of wandering scholars' affect: the case of multi-cultural Malaysia in the internationalization era

Ghasemy

Derahvasht

Castillo‐Apraiz

2021

JARHE

Self Cite

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“…In terms of methodological recommendations and in line with suggestions made by Mitchell (2011), a longitudinal design, addressing the fluctuation of emotional responses over time, will provide more precise insights on this matter. Finally, we recommend estimating AET-driven models using the PLSe2 methodology (Bentler & Huang, 2014; Ghasemy, Hazri, & Gaskin, 2021; Huang, 2013) which has been proposed to have the advantages of both the PLS and maximum likelihood (ML) methodologies (Ghasemy, Hazri, & Gaskin, 2021) and can provide a more accurate picture of the interrelationships among the constructs in more complex frameworks such as reciprocal models.…”

Section: Limitations and Recommendationsmentioning

confidence: 99%

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

et al. 2021

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Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

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“…Job satisfaction, as an attitude, is an individual’s judgment about a job, although experienced emotions might influence this judgment (Weiss & Cropanzano, 1996). Academics’ job satisfaction has peaked higher education scholars’ interest (for recent examples, see Ghasemy et al, 2019; Ghasemy, Jamil et al, 2021), while many other studies have shown servant leadership’s contribution to job satisfaction. For example, the study by Amah (2018) revealed that, at the individual level, job satisfaction is an indirect outcome of servant leadership.…”

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

Faculty Members in Polytechnics to Serve the Community and Industry: Conceptual Skills and Creating Value for the Community—The Two Main Drivers

et al. 2021

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Servant leadership has been proposed as a highly relevant approach to leadership in the higher education context. However, little is known about its contribution to desirable organizational outcomes in academic settings, and even less is known about the role that servant leadership’s multidimensionality plays. Consequently, our study aims to investigate the impact of servant leadership’s two dimensions (creating value for the community and conceptual skills) on academics’ job satisfaction and work motivation. Specifically, we focus on polytechnics due to their significant contribution to the community and industry in developing economies. We applied partial least squares structural equation modeling (PLS-SEM) to analyze the data collected from 228 academics affiliated with Malaysian polytechnics. Our analysis shows that both dimensions of servant leadership are relevant predictors of academics’ job satisfaction and work motivation. In addition, while a robustness check confirms the linearity between the variables in our model, the model exhibits a high out-of-sample predictive power, thereby making assumptions about the model relationships’ generalizability feasible. We also identified job satisfaction as the most important area of improvement that managerial activities should address.

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Have your cake and eat it too: PLSe2 = ML + PLS

Cited by 27 publications

References 59 publications

Antecedents and consequences of wandering scholars' affect: the case of multi-cultural Malaysia in the internationalization era

Antecedents and consequences of wandering scholars' affect: the case of multi-cultural Malaysia in the internationalization era

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

Faculty Members in Polytechnics to Serve the Community and Industry: Conceptual Skills and Creating Value for the Community—The Two Main Drivers

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