scholarly journals CORPORATE SOCIAL RESPONSIBILITY (CSR) AND LEADERSHIP: VALIDATION OF A MULTI-FACTOR FRAMEWORK IN THE UNITED KINGDOM (UK)

2019 ◽  
Vol 20 (4) ◽  
pp. 754-776 ◽  
Author(s):  
Shoukat Iqbal Khattak ◽  
Qingquan Jiang ◽  
Hui Li ◽  
Xiaosan Zhang
Keyword(s):  
Servant Leadership ◽  
Employee Engagement ◽  
Structural Equation ◽  
Positive Influence ◽  
Extra Effort ◽  
The United Kingdom ◽  
A Value ◽  
Employee Disengagement ◽  
The Uk ◽  
Corporate Social

Global surveys indicate that employee engagement costs nearly £70 billion per year in the UK alone with nascent improvement from 2011 to this date. Recognising employee disengagement as a threat to global socio-economic sustainability, experts and scholars offer CSR and employee-centric leadership as practical solutions. Visionary and servant leadership incite superior employee efforts through fair and ethical work values, but past theory and research show limited research on micro-processes that link CSR to employee outcomes. This study tested a value-centered model to examine if the two leadership styles and overall fairness can explain the positive relationship between CSR and extra effort. Data analysis of 512 employee self-reports using the structural equation modelling (SEM), the PROCESS approach and other techniques showed that executive’s CSR values cue to employee visionary and servant leadership, which influence extra effort both directly and indirectly (through overall fairness). Even though employees strongly endorsed the positive influence of universal visionary prototype, overall fairness was more strongly perceived in servant leadership. The paper offers practical implications for organizational theorists and practitioners.

scholarly journals How to emerge stronger: Antecedents and consequences of organizational resilience

2019 ◽  
pp. 1-18 ◽  
Author(s):  
Alma Rodríguez-Sánchez ◽  
Jacob Guinot ◽  
Ricardo Chiva ◽  
Álvaro López-Cabrales
Keyword(s):  
Firm Performance ◽  
Structural Equation ◽  
Positive Influence ◽  
Organizational Resilience ◽  
Learning Capability ◽  
Equation Modelling ◽  
Challenging Environment ◽  
Antecedents And Consequences ◽  
Corporate Social ◽  
Practical Implications

AbstractOrganizations have to strive in an uncertain and challenging environment. Hence, the role resilience played at work has been of special interest in the last decade, although empirical research is still scant, especially regarding the antecedents and the consequences resilience has. In this study we analyse the role corporate social responsibility plays towards employees (CSRE) in the promotion of resilience at work, and how resilience results in organizational learning capability (OLC) and firm performance. Structural equation modelling was used to test our model with a sample of 296 companies from different sectors. Results show that CSRE had a positive influence on organizational resilience, which in turn affected firm performance via OLC. Therefore, we tested the antecedents and consequences resilience had empirically, whose practical implications in terms of further human resource management activities are also discussed.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

scholarly journals Linkage between Perceived Corporate Social Responsibility and Employee Engagement: Mediation Effect of Organizational Identification

2015 ◽  
Vol 5 (3) ◽  
pp. 174 ◽  
Author(s):  
Osveh Esmaeelinezhad ◽  
Kuppusamy Singaravelloo ◽  
Ali Boerhannoeddin
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Mediation Effect ◽  
Corporate Social

This study employs structural equation modelling technique to examine the direct effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement as well as the mediated link through organizational identification. Social exchange theory and social identity theory used to explain the relationships between the variables in this study. It was conducted among 1080 employees of four selected organizations in Iran which are among the main pioneers in performing corporate social activities. The test of research model shows the positive effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement. In addition, it confirms that organizational identification has a mediating role in above relationships. The results have also contributed to a better understanding of corporate social responsibility in Iran as a developing country in which corporate social responsibility has recently gained attention and thus there is still a lack of understanding about it. The findings would be useful for managers to have a better insight towards applying corporate social responsibility in line with increasing employees’ identification and engagement. 

scholarly journals Transformational leadership positive influence toward employee engagement through job satisfaction and its effect on improving organizational commitment

2020 ◽  
Vol 13 (2) ◽  
pp. 281
Author(s):  
Anik Herminingsih
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Structural Equation ◽  
Positive Influence ◽  
Equation Model ◽  
Confirmatory Factor ◽  
Positive Effect

<p>This study aims to analyze the effect of transformational leadership on Organizational commitment through job satisfaction and employee engagement as mediating variables. Furthermore, as many as 112 nurses are involved as respondents, and the data are gathered with self-rating questionnaire. The Data are analyzed by using structural equation model. The confirmatory factor analysis shows that all questions in the instruments are valid and reliable. The research indicates that transformational leadershippositively and significantly affects on job satisfaction and employees’ engagement, but it does not have a direct effect on organizational commitment. Therefore, it is concluded that transformational leadership has a positive effect on organizational commitment mediated by job satisfaction and employee engagement. </p>

scholarly journals THE EFFECT OF EMPOWERING LEADERSHIP ON INTRINSIC MOTIVATION: THE ROLE OF PSYCHOLOGICAL EMPOWERMENT AS A MEDIATION

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Venita Putri Utami ◽  
Muhammad Zakiy
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Positive Impact ◽  
Employee Performance ◽  
Positive Influence ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Cross Sectional ◽  
Member Exchange

Closeness and compatibility between leaders and subordinates significantly affect the comfort of work, which results in employee performance. Through satisfaction in working, it can create employee engagement, which can contribute to improving employee performance. This study aims to determine the effect of leader-member exchange and personal supervisor fit on employee performance mediated by work engagement on Syariah Bank employees in the Special Region of Yogyakarta. The sample in this study amounted to 132 employees using purposive sampling techniques whose data collection uses cross-sectional analysis with the level of analysis of individual samples. This research uses Structural Equation Modeling (SEM) to analyze the data. The results showed that the leader-member exchange and person supervisor fit had a positive effect on work engagement, and work engagement had a positive impact on employee performance. Also, this study demonstrates that work engagement is able to mediate the positive influence of leader-member exchange and person supervisor fit on employee performance. For this reason, it can be said that work engagement is an antecedent that shapes employee performance, which is preceded by leader-member exchange and person supervisor fit.

What every leader ought to know about becoming a servant leader

2015 ◽  
Vol 47 (5) ◽  
pp. 228-235 ◽  
Author(s):  
Tina Mertel ◽  
Carol Brill
Keyword(s):  
Servant Leadership ◽  
Employee Engagement ◽  
Leadership Behaviors ◽  
Employee Performance ◽  
Competency Assessment ◽  
Emotional Needs ◽  
Content Type ◽  
Leadership Attributes ◽  
A Value ◽  
Values Assessment

Purpose – Employees want to be supported to do their best work, but not every leader is comfortable or motivated to serve an employee’s “soft, emotional” needs. One key to help leaders become servant leaders is connecting serving others to their own values (even if “serving others” is not a value). Two assessments provided the framework for understanding this link between servant leadership attributes and the leader’s values. A case study demonstrates this link within a healthcare system where these tools helped develop servant leadership skills to support employee performance. The paper aims to discuss these issues. Design/methodology/approach – The authors used a servant leadership competency assessment and values assessment with leaders in a healthcare organization. By citing several leadership experts, and explaining how values relate to servant leadership behaviors, the authors offer a way to help leaders understand that anyone can improve their success with servant leadership. Findings – By offering two case studies of anonymous yet actual participants in the study the authors show how leaders gained insights they needed to change their habits in working with others. Research limitations/implications – The research results are from two distinct assessments. Researchers are encouraged to test the proposed propositions further with other similar assessments. Practical implications – The paper includes implications for the development of a leader’s servant leadership behaviors, which in turn supports employee engagement and organizational success. Social implications – In today’s age of mass technology, it has become a unique proposition to relate to others on the basis of serving their needs by relating to their values one-on-one. This paper inherently promotes in-person conversation with “soft” skills such as, listening, empathy, appreciation, and kindness. Originality/value – This paper fulfills an identified need to study how servant leadership behaviors can be improved by using a second tool focused on values.

scholarly journals Does A Strong Ethical Commitment Create A Strategic Human Resource Competitive Advantage?

2011 ◽  
Vol 5 (8) ◽  
Author(s):  
Peter A. Stanwick ◽  
Sarah D. Stanwick
Keyword(s):  
Competitive Advantage ◽  
Code Of Ethics ◽  
Font Size ◽  
The United Kingdom ◽  
Ethical Commitment ◽  
Positive Work Environment ◽  
The Times ◽  
The Uk ◽  
Corporate Social ◽  
Positive Work

<p class="MsoNormal" style="text-align: justify; margin: 0in 34.2pt 0pt 0.5in;"><span style="font-size: small;"><span style="font-family: Times New Roman;">This paper empirically examined whether a comprehensive corporate ethical commitment by firms can create and enhance their competitive advantage by attracting and retaining the highest caliber of employees. The study examined the ethical commitment of the most desirable companies to work for in the United Kingdom by using a sample from The Times ranking of The 100 Best Firms to Work For In the UK.<span style="mso-spacerun: yes;">&nbsp; </span>The results of the study showed that a majority of the firms that were desirable to work for also had a code of ethics, a commitment to corporate social responsibility, a commitment to serve the needs of their stakeholders, a commitment to be environmentally proactive and a commitment to establish a positive work environment for their employees</span></span></p>

scholarly journals PENGARUH CORPORATE SOCIAL RESPONSIBILITY, KEPUASAN NASABAH, CITRA PERUSAHAAN, DAN EKUITAS MEREK TERHADAP PREFERENSI MEREK BANK BPD BALI

2019 ◽  
Vol 3 (2) ◽  
pp. 410
Author(s):  
I Wayan Ariwangsa ◽  
Luh Putu Mahyuni
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Brand Equity ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Brand Image ◽  
Positive Influence ◽  
Brand Preference ◽  
Corporate Social ◽  
Fit Index

Penelitian ini bertujuan untuk menawarkan dan menguji secara empiris model yang menjelaskan hubungan antara corporate social responsibility (CSR), kepuasan nasabah, citra perusahaan, ekuitas merek, dan tingkat preferensi merek bank. Data dikumpulkan melalui kuesioner dengan metode accidental sampling. Data dari 100 responden kemudian dianalisis dengan structural equation modelling (SEM) untuk menguji hipotesis. Penelitian ini mengindikasikan bahwa CSR, kepuasan nasabah, citra perusahaan dan ekuitas merek mampu menjelaskan sebanyak 83,5% dari variasi preferensi merek. Model penelitian ini juga telah memenuhi seluruh kriteria goodness of fit index sebagai model yang baik. Penelitian ini memberikan bukti empiris bahwa praktik CSR yang baik memberikan pengaruh positif bagi upaya peningkatan kepuasan nasabah, citra perusahaan, ekuitas merek, dan preferensi merek bank. Sosialisasi atas praktik CSR dengan cara yang tepat dan melalui media yang tepat akan dapat mengoptimalkan manfaat CSR bagi upaya peningkatan reputasi bank dan preferensi merek bank. Penelitian ini juga memberikan bukti empiris akan adanya pengaruh positif signifikan antara kepuasan nasabah dan citra perusahaan, kepuasan nasabah dan preferensi merek, citra perusahaan dengan ekuitas merek, citra perusahaan dengan preferensi merek, dan pengaruh positif signifikan antara ekuitas merek dengan preferensi merek. Penelitian berikutnya dapat dilakukan dengan menggunakan sampel beberapa bank untuk dapat menguji lebih jauh kehandalan model yang ditawarkan dalam penelitian ini. This study aims at offering and empirically testing a model explaining relationships between corporate social responsibility (CSR), customer’s satisfaction, brand image, brand equity, and brand preference. Data was collected using questionnaire. As many as 100 datasets were analysed using structural equation modelling (SEM) to test the hypotheses. This study indicates that CSR, customer’s satisfaction, brand image, and brand equity could explain 83,5% of the variation of brand preference. The model of this study has met all criteria of goodness of fit index as a good model. This study provides empirical evidence of the benefits of CSR in increasing customer’s satisfaction, brand image, brand equity, and brand preference. Disclosure of CSR practices using proper approach and right channels will optimalize the benefits of CSR in increasing bank reputation and brand preference. This study also provides empirical evidence of the significant positive influence of customer’s satisfaction on brand image, customer’s satisfaction on brand preference, brand image on brand equity, brand image on brand preference, and significant positive influence of brand equity on brand preference. Future research could further test the robustness of this model by using data collected from various banks.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

2022 ◽  
pp. 1468-1489
Author(s):  
Rand H. Al-Dmour
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Resource Information ◽  
The Relationship

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

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