Nomahaza Mahadi

Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance, well-being and turnover intention

ABSTRACT Both leader and follower emotional intelligence (EI) have been posited in the literature to influence leader–member exchange (LMX). We collected data from 203 independent leader–follower dyads working in the insurance industry in Malaysia and examined relationships between leader and follower trait-EI and follower outcomes mediated through LMX. We added a further dimension to our study by comparing results using follower and then a dyadic measure of LMX. We found that leader EI predicted a dyadic measure of LMX, whilst only follower EI predicted a follower measure of LMX. As hypothesized, leader EI had both direct and indirect effects on follower job performance. By contrast, follower EI demonstrated both direct and indirect effects on follower well-being. We found a dyadic measure of LMX to be a stronger predictor of follower job performance, well-being, and turnover intention than a follower only measure. Our results suggest that significant relationships between leader and follower trait EI and LMX depend on whether follower or dyadic measures of LMX are used. The study draws attention to the importance of emphasizing the level at which EI effects are expected to operate in LMX.

Chapter 9 Emotional Intelligence as a Moderator of the Quality of Leader–Member Exchange and Work-Related Outcomes

Researchers in the field of leadership are increasingly turning their attention to the concept of emotional intelligence (EI) to better understand how aspects of individual difference may help to explain variations in leadership behavior. Importantly leadership practices that foster positive affectivity have been found to be associated with important job- and work-related outcomes. This study aims to investigate whether EI moderates the relationship between a measure of leader–member exchange (LMX) and important work-related outcomes within Malaysia. LMX was found to be positively associated with organizational citizenship behavior, job satisfaction, organizational commitment, psychological well-being (PWB), and in-role performance. However, the relationship between LMX and job satisfaction, LMX and organizational commitment, LMX and PWB, and LMX and in-role performance was also found to be moderated by EI. The findings suggest that EI can help leaders and subordinates to facilitate stronger identification and emotional attachments with each other.

Linking Emotional Intelligence with Employee Pro-Environmental Behavior

Changing behaviour towards pro-environment will not only can contribute towards organization sustainability but also will help to prevent further environment destruction. However, empirical research on developing model or solution to foster employee pro-environmental behaviour in workplace is still lacking. Therefore, this paper examines existing literature pertaining employee pro-environmental behaviour in the workplace from year 2008 to 2017 that (1) discussed individuals’ pro-environmental behaviour at workplace, (2) identified variables and antecedence that lead to pro-environmental behaviour and (3) theories used towards this behaviour. Several researches suggested the anticipated role of emotion in Theory of Planned Behaviour (TPB) might strengthen the behavioural predictability. Addressing this particular gap in this literature, this paper examines existing literature pertaining emotional intelligence that contribute towards behavioural formation. In particular, this paper discusses the significant role of emotional intelligence in TPB construct that can lead towards fostering employee pro-environmental behaviour.

How to Establish Customers Satisfaction in Healthcare Industry

The focus of this study is to examine the importance and effectiveness of lean management and employee satisfaction towards customer satisfaction. The simplified and standardization of processes lean management able to eliminate unnecessary workload and increases employee satisfaction that lead to resulting positive customer satisfaction for organization. This study also designed to fulfil the previous research gap by analyze the capability of lean management and employee satisfaction towards establishing customer satisfaction in healthcare industry. Based on previous literature review, this study derived two proposition which are lean management is positively related to customer satisfaction and employee satisfaction is positively related to customers satisfaction.

Cyberloafing: Does workplace internet leisure affect employee satisfaction?

The purpose of this study is to examine the relationships among workplace Internet leisure, workplace Internet leisure policy, workplace autonomy orientation, and employee satisfaction. Data were collected from 5 banks located in Kuala Lumpur. Out of 500 questionnaires were distributed, a total number of 282 completed questionnaires were returned. The data were analyzed using statistical package for social science (SPSS) software version 21.0. The result suggests that there is a significant and positive relationship between the workplace Internet leisure and employee satisfaction. However, it is found that workplace autonomy orientation does not influence employee satisfaction. On the other hand, and workplace Internet leisure policy significantly affect employee satisfaction. The research also suggests there are implications practically where WIL can become a platform for additional knowledge, connection and collaboration and improve the quality of life where the ultimate goal is a balance in work-life of the employees.