Leadership and employee attitudes: The mediating role of perception of organizational politics

Khuwaja, Uzair; Ahmed, Kaleem; Abid, Ghulam; Ahmad, Ayyaz

doi:10.1080/23311975.2020.1720066

Cited by 64 publications

(59 citation statements)

References 88 publications

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“…As a consequence, there is a need for evaluation mechanisms that aim to aid in assessing the performance of government programs that have proved inadequate over a long period of time. In the recent past, styles of leadership have been investigated by social scientists (Khuwaja, 2020) and it has gained prominence as a modern method for handling employees and the organisation as a whole. The growth of leadership styles and how each affects the performance of PHWs is traceable from as early as the 17 th century (Islam & Rahman, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…In Africa, the dynamic business environment of modern organisations has mounted a more significant challenge in facilitating less-performing employees to enhance their performance in a more and more casual domain as well as aiding every employee to become more effective at the workplace. It is clear that countless organisations are on the lookout for modern methods and techniques of expansion, particularly in the managerial components, which can support them in realising success (Wammy, 2014;Khuwaja, 2020).…”

Section: Introductionmentioning

confidence: 99%

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Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Komakech

Obici

Mwesigwa

2021

ahrmr

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Purpose: This study sought to determine the efficacy of inspirational motivation on the performance of middle-level Public Health Workers (PHWs) in Lira District Local Government. Specifically, the study aimed to: determine the degree of inspirational motivation among ML-PHWs in Lira District; determine the level of performance among ML-PHWs in Lira District; and investigate the effect of inspirational motivation on the performance of ML-PHWs in Lira District. Research methodology: The study adopted a cross-sectional survey design while incorporating both quantitative and qualitative methods. The study used stratified and simple random sampling procedures to select health facilities, supervisors and ML-PHWs; a total of 164 respondents were selected. Results: The findings suggest that inspirational motivation has a significant effect on the performance of ML-PHWs ( p<0.01). Limitations: This study only focused on one construct of transformational leadership style (inspirational motivation), yet there are several constructs of that style, which may affect the performance of PHWs. Contribution: The findings of this study can be useful to public service managers wishing to enhance the performance of PHWs using limited resources.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Komakech

Obici

Mwesigwa

2021

ahrmr

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“…On the one hand, the organization commitment policies are related to greater integration and employee satisfaction (Jeanquart Miles & Mangold, 2002), but at the same time favor the identification with their team, and by default, diminishes the perception of injustice and strengthens the trust between its members (Benschop, 2001; Budihardjo, 2013; Harter, Schmidt & Hayes, 2002; Khuwaja, Ahmed, Abid & Adeel, 2020). Consequently, the high participation of employees in their work teams has proven to be critical in the employees’ commitment (Gould‐Williams & Gatenby, 2010) in which it has been found that the TBW practices with high participation take advantage of the employees’ commitment and in turn, count on their contributions (Arthur, 1994; Budihardjo, 2013; Remmen & Lorentzen, 2000; Renwick, Redman & Maguire, 2013).…”

Section: Employee Commitment and Team‐based Workmentioning

confidence: 99%

Hierarchical distance and employees’ commitment as conditioning of team‐based work in the Spanish public sector

Triguero-Sánchez

Peña‐Vinces

Guillén

2021

Scandinavian J Psychology

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Team‐based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees’ commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team‐based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules – in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees’ commitment to the functioning of public employees based on participation and consensus in their work teams.

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“…The period to collect the data was from September to December 2019. The confidentiality of information was assured after sending a letter of participation to respondents (Khuwaja et al, 2020). The average time to fill the questionnaire was 5 minutes.…”

Section: Data Collection and Analytic Techniquementioning

confidence: 99%

Antecedents of employee wellbeing in the banking sector: the moderating role of working environment

Gulzar

Ghauri

Abbas

et al. 2020

Problems and Perspectives in Management

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This study examined the influence of work-life balance, work stress, employee engagement, and working environment on employee wellbeing in the banking sector of Pakistan. Due to complex human resource policies in Pakistan, employee wellbeing is neglected in several banking institutions; this study addresses a research gap in this way. Drawing upon job demands-resources theory, the study employed a quantitative methodology through a survey of 360 employees from private and public banks in Pakistan. The results from PLS-SEM (Partial Least Squares Structural Equation Modeling) demonstrate that employee engagement and work stress are significantly related to employee wellbeing, while working environment has a significant interactive effect between employee engagement and employee wellbeing. Theoretically, the study contributes to broadening the existing literature on human resource management. Practically, this study provides guidelines to human resource practitioners, managers, and policymakers on devising strategies for their employee wellbeing in going forward. AcknowledgmentThis work was supported by the Internal Grant Agency of Tomas Bata University in Zlin under the Projects No. FaME TBU No. IGA/FaME/2020/010 and IGA/FaME/2019/008. The authors would like to extend their appreciation to Prof. Boris Popesko (Vice-Dean for Research and Business Liaison) at the Faculty of Management and Economics for facilitating the financial readiness of this project.

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Leadership and employee attitudes: The mediating role of perception of organizational politics

Cited by 64 publications

References 88 publications

Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Hierarchical distance and employees’ commitment as conditioning of team‐based work in the Spanish public sector

Antecedents of employee wellbeing in the banking sector: the moderating role of working environment

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