Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator

Li, Wei; Abdalla, Alaa Amin; Mohammad, Tamara; Khassawneh, Osama; Parveen, Mahwish

doi:10.2147/prbm.s396114

Cited by 34 publications

(29 citation statements)

References 83 publications

(132 reference statements)

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“…The study examined the relationship between the use of HR Analytics and organizational performance in a sample of 95 Iranian manufacturing rms. The ndings of the study showed that the use of HR Analytics has a positive effect on organizational performance, which suggests that HR Analytics can contribute to the overall effectiveness of an organization (Li et al, 2023).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 85%

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

Chino¹

2023

Preprint

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This research paper highlights the importance of HR Analytics in enhancing HR efficiency in the UAE. The study provides evidence of the positive relationship between the use of HR Analytics and strategic approaches to HR efficiency, suggesting that organizations that adopt HR Analytics are more likely to have a strategic approach to managing their human resources. The study used a survey approach to collect data from HR professionals in various industries in the UAE and found that the use of HR Analytics enhances the HR efficiency of organizations. The findings of this study have important implications for organizations in the UAE. By adopting HR Analytics, organizations can make data-driven decisions that lead to a more efficient and effective management of their human resources. This can contribute to the overall effectiveness and competitiveness of organizations in the UAE. The study concludes that HR Analytics is an important tool for organizations to enhance their HR efficiency and gain a competitive advantage. Further research in this area can help to advance the understanding of HR Analytics and its impact on organizational performance in the UAE context.

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Section: Literature Review and Hypotheses Developmentmentioning

confidence: 85%

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

Chino¹

2023

Preprint

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“… 68 High-quality LMX can bring employees a sense of psychological security and emotional commitment, enhance their sense of belonging and self-efficacy, reduce their worries about uncertainty and risks in the process of active voice, increase their initiative, and thus reduce silent behavior. 69 (4) With the help of bootstrap tests, we found that leader-member exchange mediates the effect of leader self-deprecating humour on silent behaviour and this effect is complete. It means that simply raising the level of self-deprecating humor in leaders does not directly affect employee silence.…”

Section: Discussionmentioning

confidence: 97%

Does My Humor Touch You? Effect of Leader Self-Deprecating Humour on Employee Silence: The Mediating Role of Leader-Member Exchange

An¹,

He²,

Yang³

et al. 2023

PRBM

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Purpose Silence is a typical negative behaviour exhibited by employees when they are faced with tension and stress and is influenced by a number of factors. Leaders have an important influence on employees’ emotions and behaviour, but the research is not yet clear enough. In this paper, we focus on the research frontier of self-deprecating humour of leaders, aiming to analyse its effect on employee silence and discuss the mechanism of the role of leader-member exchange (LMX) in it, based on social exchange theory. Methods We conducted a regression analysis and bootstrap test for mediating effects based on 2531 data from 151 financial institutions in mainland China. A simple random sampling was taken of the target population to ensure an unbiased sample. Using Harman’s single-factor test to check the data for common method bias. Regression analysis and Bootstrap test were used to analyze the correlation between variables and mediating effect models. Findings (a) Leader self-deprecating humour significantly reduces employee silence and effectively improves the quality of LMX; (b) There is a significant negative relationship between LMX and employee silence; (c) LMX plays a mediating role in the process of self-deprecating humour influencing employee silence and this mediating effect is complete; (d) Affective exchange between leaders and employees appears to be an essential factor in reducing stress from leaders and reducing employee silence. Originality/Value We attempt to open the black box of the mechanism of action between leader self-deprecating humour and employee silence, enrich and expand the application of social exchange theory to negative employee behavior, and provide new theoretical knowledge and empirical evidence from developing countries. Practical Implications The results of the study indicated that self-deprecating humor of leaders can significantly inhibit employee silence through high levels of LMX. Moreover, the mediating role played by LMX was complete. Therefore, organizations should not only focus on the role of leadership humor, but also to achieve mutual respect and trust between leaders and subordinates, and an emotional exchange that goes beyond economic relationships.

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“…In Chinese companies, where hierarchy is well defined and power distance is large, it is not common for employees to openly violate their leaders in the organization. 31 Therefore, in this study, we investigated from the first perspective. Since employee bootlegging plays such an important role for organizations to develop, many scholars begin to explore what factors trigger employees to adopt bootlegging in their daily work.…”

Section: Literature Review and Assumptionsmentioning

confidence: 99%

Linking Leader’s Positive Humor and Employee Bootlegging: Empirical Evidence from China

Dai¹,

Li²,

Zheng³

et al. 2023

PRBM

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Purpose With the increasingly fierce market competitions, non-linear development of organizations through bootlegging has become a key path for enterprises to advance competitiveness. Motivating employees to carry out bootlegging in an organization is becoming an important issue many enterprises face now. This paper aims to analyze the relationship between leader’s positive humor and employee bootlegging. We introduced norm violation acceptability as the mediating variable and trust in leader as the moderating variable to propose a theoretical model and verified it by structural equation modeling (SEM) and multiple regression analysis separately. Patients and Methods Based on both the emotion as social information theory and the social information processing theory, a sample of 278 professional employees working in an information technology (IT) enterprise of China was used to test the moderated mediation model. We used SPSS and AMOS to further verify the research model through structural equation modeling (SEM) and multiple regression analysis. Results The results indicate that there is a positive relationship between leader’s positive humor and employee bootlegging, which is partially mediated by norm violation acceptability. Moreover, trust in leader not only moderated the relationship between leader’s positive humor and norm violation acceptability but also strengthened the influence of leader’s positive humor on employee bootlegging through norm violation acceptability. Conclusion These findings have implications in identifying factors which contribute to employee bootlegging and providing a theoretical foundation for leaders in an organization.

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Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator

Cited by 34 publications

References 83 publications

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

Does My Humor Touch You? Effect of Leader Self-Deprecating Humour on Employee Silence: The Mediating Role of Leader-Member Exchange

Linking Leader’s Positive Humor and Employee Bootlegging: Empirical Evidence from China

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