Gian Casimir

The relationship between leadership and follower in‐role performance and satisfaction with the leader: The mediating effects of empowerment and trust in the leader

Purpose – The purpose of this paper is to provide an examination of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and two outcomes (i.e. the in‐role performance of followers as rated by the leader and satisfaction with the leader).Design/methodology/approach – In total, 150 customer service operators in an Australian call‐centre were invited to participate in a leadership questionnaire and informed that their performance would be rated by their immediate supervisors (i.e. their line manager) as part of the study. A sample of 109 responses were used in the analysis.Findings – Partial least squares analysis revealed that the effects of transformational leadership on the in‐role performance of followers were mediated by empowerment and trust in the leader, whereas the effects of transformational leadership on satisfaction were partially mediated by trust in the leader.Research limitations/implications – The implications of the findings fo...

Knowledge sharing: influences of trust, commitment and cost

Purpose – This paper’s aim is to examine the influence of perceived cost of sharing knowledge and affective trust in colleagues on the relationship between affective commitment and knowledge sharing. Design/methodology/approach – The methodology used was a survey of 496 employees from 15 organizations across ten industries. Findings – Affective trust in colleagues moderates the relationship between affective commitment and knowledge sharing and the relationship between cost of knowledge sharing and knowledge sharing. Research limitations/implications – Future researchers should operationalize the perceived cost of knowledge sharing construct to include other potential group barriers; for instance, politics and organizational barriers, management commitment and lack of trust. Practical implications – The findings of this study suggest that employees who value social relationships and social resources tend to view knowledge as a collectively owned commodity. As such, their knowledge sharing behavior reflects the model of reciprocal social exchanges. Social implications – The results of this study indicate that an organizational culture that encourages affect-based trust between colleagues will facilitate knowledge sharing. Originality/value – The paper bridges the gap between the literature on knowledge sharing, perceived cost of knowledge sharing, affective organizational commitment and trust in a single model.

Trust and the relationship between leadership and follower performance: opening the black box in Australia and China

This study provides a cross-cultural comparison of the mediating effects of trust in the leader on the relationship between the in-role performance of followers (as rated by their leaders) and two types of leadership: transactional and transformational. Participants were 119 full-time Australian followers and 122 full-time Chinese followers. Australian followers reported higher levels of trust in their leaders than did Chinese followers. Culture moderated the mediation effects of trust on the leadership-performance relationship. The findings highlight the need to consider the cultural context within which leadership occurs when attempting to understand mediated relationships with performance outcomes.

The physical and psychological effects of workplace bullying and their relationship to intention to leave : a test of the psychosomatic and disability hypotheses.

This paper examined the physical and psychological effects of workplace bullying and their relationship to intention to leave. Participants were 150 undergraduate students who had been employed during the last 12 months. Workplace bullying correlated positively with physical symptoms, negative affect, and with intention to leave the job. Partial Least Squares analyses were used to test two competing models for the relationship between bullying, physical and psychological effects, and intention to leave. The results supported the psychosomatic model (i.e., bullying leads to negative affect which leads to physical health problems, which in turn increase intention to leave) but not the disability hypothesis (i.e., bullying leads to physical health problems which lead to negative affect, which in turn increases intention to leave).

The antecedents and consequences of psychological empowerment among Singaporean IT employees

Purpose – The aim of this study is to examine some of the antecedents and consequences of psychological empowerment among Singaporean IT employees.Design/methodology/approach – Ninety‐nine employees from the Singaporean subsidiary of an American multinational organisation participated in this study. An ordinary least square (OLS) regression analysis was used to investigate the role of access to information, employee participation, supervisory social support and job security on predicting psychological empowerment. OLS regression was used also to examine the role of psychological empowerment on organisational commitment and job satisfaction. Moderated multiple regression was used to assess the moderating effect of supervisory social support on the relationship between job satisfaction and psychological empowerment.Findings – The findings of this study have shown that several factors are antecedents of psychological empowerment and that empowerment can increase organisational commitment and job satisfaction...

Do perceived high performance work systems influence the relationship between emotional labour, burnout and intention to leave? A study of Australian nurses

AIMS The purpose of this article was to explore the relationships between perceived high performance work systems, emotional labour, burnout and intention to leave among nurses in Australia. BACKGROUND Previous studies show that emotional labour and burnout are associated with an increase in intention to leave of nurses. There is evidence that high performance work systems are in association with a decrease in turnover. There are no previous studies that examine the relationship between high performance work systems and emotional labour. DESIGN A cross-sectional, correlational survey. METHODS The study was conducted in Australia in 2008 with 183 nurses. Three hypotheses were tested with validated measures of emotional labour, burnout, intention to leave, and perceived high performance work systems. Principal component analysis was used to examine the structure of the measures. The mediation hypothesis was tested using Baron and Kennys procedure and the moderation hypothesis was tested using hierarchical regression and the product-term. RESULTS Emotional labour is positively associated with both burnout and intention to leave. Burnout mediates the relationship between emotional labour and intention to leave. Perceived high performance work systems negatively moderates the relationship between emotional labour and burnout. Perceived high performance work systems not only reduces the strength of the negative effect of emotional labour on burnout but also has a unique negative effect on intention to leave. CONCLUSION Ensuring effective human resource management practice through the implementation of high performance work systems may reduce the burnout associated with emotional labour. This may assist healthcare organizations to reduce nurse turnover.

Neuroticism and the psychosomatic model of workplace bullying

Purpose – To examine the role of neuroticism in the psychosomatic model of workplace bullying.Design/methodology/approach – A survey approach was used in this research. Partial Least Squares analyses on data from 127 participants were used to determine whether the effects of bullying on negative affect are independent of, or are moderated by, neuroticism.Findings – Revealed that neuroticism does not moderate the relationship between bullying and negative affect. Bullying and neuroticism were found to act independently on negative affect. The results supported the psychosomatic model of bullying.Research limitations/implications – Limitations are the nature of the sample, the use of self‐report and cross‐sectional data. Future research could use a larger sample, include multi‐rater data, and a longitudinal research design.Practical implications – Dealing effectively with bullying is a concern for individuals and organizations. The findings highlight the need for anti‐bullying policies. Management need to b...

A cross cultural comparison of the importance of leadership traits for effective low-level and high-level leaders: Australia and China

This study compares perceptions of the importance of 18 traits for effective low-level leaders and high-level leaders. Participants were 84 full-time white-collar employees from Australia and 244 full-time white-collar employees from China. Multivariate analysis of variance revealed cultural differences in terms of which traits are regarded as important for effective leadership. For example, the Australians rated traits that attenuate leader–follower power differences (e.g. friendly and respectful) higher than did the Chinese. Consistent with previous research, traits that were regarded as more important for high-level leaders (e.g. inspirational and visionary) correspond with aspects of charismatic/visionary leadership. The findings indicate that the perceived importance of specific leadership traits is determined partly by culturally endorsed interpersonal norms and partly by the requirements of the leadership role.

The concurrent effects of workplace bullying, satisfaction with supervisor, and satisfaction with co‐workers on affective commitment among schoolteachers in China

Purpose – The paper seeks to examine the effects of workplace bullying, satisfaction with supervisor, and satisfaction with co‐workers on affective commitment.Design/methodology/approach – A survey approach was used in this research. Partial least squares analyses on data from 142 full‐time schoolteachers in China were used to determine whether workplace bullying, satisfaction with supervisor, and satisfaction with co‐workers have unique effects on affective commitment.Findings – The paper reveals that workplace bullying has a significant negative correlation with affective commitment while satisfaction with supervisor and satisfaction with co‐workers each have a significant positive correlation with affective commitment. Furthermore, workplace bullying, satisfaction with supervisor, and satisfaction with co‐workers all have significant unique effects on affective commitment.Research limitations/implications – Limitations are the use of self‐report and cross‐sectional data. Future research could adopt sam...

The effects of burnout and supervisory social support on the relationship between work-family conflict and intention to leave: a study of Australian cancer workers.

PURPOSE The aim of this paper is to examine the effects of burnout and supervisory social support on the relationship between work-family conflict, and intention to leave of cancer workers in an Australian health care setting. DESIGN/METHODOLOGY/APPROACH Data collected from a public hospital of 114 cancer workers were used to test a model of the consequences of work-family conflict. The strength of the indirect effects of work-family conflict on intention to leave via burnout will depend on supervisor support was tested by conducting a moderated mediation analysis. FINDINGS Path analytic tests of moderated mediation supported the hypothesis that burnout mediates the relationship between work-family conflict (i.e., work-in-family conflict and family-in-work) and intention to leave the organisation and that the mediation framework is stronger in the presence of higher social supervisory support. Implications are drawn for theory, research and practice. ORIGINALITY/VALUE This study applies the innovative statistical technique of moderated mediation analysis to demonstrate that burnout mediates the relationship between work-family conflict and intention to leave the organisation and that the mediation framework is stronger in the presence of lower social supervisory support. In the context of the continued shortage of many clinician groups theses results shed further light on the appropriate course of action for hospital management.