Noormala Amir Ishak

Displaying Employees’ Organisational Citizenship Behaviour at the Workplace: The Impact of Superior's Emotional Intelligence and Moderating Impact of Leader - Member Exchange

The aim of this study is to examine the impact of superiors emotional intelligence (EI) and leader-member exchange (LMX) on organisational citizenship behaviour (OCB). Using a sample of 200 supervisor-subordinates dyads working in four financial institutions located in Klang Valley, Malaysia, this study hypothesised that emotional intelligence and leader-member exchange would have a stronger relationship to organisational citizenship behaviour. The results revealed that use of emotions (UOE), others emotions appraisal (OEA), and regulation of emotion (ROE) were the dimensions of emotional intelligence to predict employee organisational citizenship behaviour. Both UOE and OEA shared the same findings with 52.7% of the variance on conscientiousness respectively. On the other hand, OEA was also found to be significantly influencing sportsmanship with only 6.3% of the variance and ROE was found to predict civic virtue with 26.7% of the variance. Meanwhile, LMX of subordinates was found to moderate the relationships between only one EI dimension and OCB-civic virtue. A difference between male and female emotional intelligence and organisational citizenship behaviour were also analysed. Future research and practical implications are also discussed.

Learning Organization Culture, Organizational Performance and Organizational Innovativeness in a Public Institution of Higher Education in Malaysia: A Preliminary Study

Abstract The existence of learning organization culture has been proven to influence growth and development of an organization. This study explores the level of learning organization culture and its associations with organizational performance, and organizational innovativeness among academics in a Public Institution of Higher Education in Malaysia (PIHE). Statistical results obtained from 40 academics indicate significant positive associations between all variables. Continuous learning was found to be the highest correlated with organizational performance while collaboration and team learning was found to be highly associated with organizational innovativeness. Detail of results, implications of study, and future research are discussed.

Employee Prosocial Motivation and Interpersonal Citizenship Behavior: The Supervisor Rating of Leader-Member Exchange Quality as a Mediator

While leaders encourage employees to engage in interpersonal citizenship behavior, motivated employees may perform the behavior due to the existence of leader-member exchange relationship. Performing interpersonal citizenship behavior for the benefit of others is critically needed, yet it is still inadequately studied. Thus, the objective of this paper is to examine the mediation effect of supervisor rating of leader-member exchange on the relationship between subordinates’ prosocial motivation and interpersonal citizenship behavior. Rasch model was used to investigate the measurement analysis, and Hayes’ mediation analysis of SPSS was administered for further analysis on 210 subordinate-supervisor dyads at local public universities. The findings reveal that prosocial motivation variable influences leader-member exchange quality and leader-member exchange quality is related to interpersonal citizenship behavior. Thus, it is proven that leader-member exchange relationship quality as a mediator. A discussion on estimation of indirect and direct effects in statistical mediation analysis is presented.

Organizational Innovativeness as Predictors to Organizational Performance of Public Universities in Malaysia

The transformation of Public Institutions of Higher Education (PIHE) in Malaysia to become competitive at the international level brings up the need to improve the organizational performance level among the academicians. This comes together with the development and implementation of organizational innovativeness in the education industry. This article firstly assessed the level of organizational performance and organizational innovativeness among the academicians in Malaysian PIHEs. Secondly, organizational innovativeness is assessed whether it may have any influence on organizational performance using correlation and multiple regression analyses. Using samples of 88 academicians taken from various public universities in Peninsular Malaysia, the level assessment found that both variables are moderate. The highest correlation was found between organizational innovativeness with development target and characteristics. The highest Beta value in multiple regressions was also found between organizational innovativeness with development target and characteristics followed by curriculum planning, and reputation. Implications and further research suggestions are discussed in this paper.

Linking Superior Influence, Peer Influence, and Locus of Control to Ethical Behavior: A Conceptual Model

Ethical behavior among employees is a key component of long-term success for private as well as public enterprises. The rise in the number of unethical practices has necessitated the need for studies on ethical behavior. Local studies in this topic are limited. Many scholars have suggested that organizational and personal factors are important determinants of workers’ ethical behavior. Hence, an understanding of these factors is important in cultivating ethical behavior. This paper aims to review the literature and proposed a model linking organizationally related variables (superior influence and peer influence) and one personally related variable (locus of control) and ethical behavior. Both proposed methodology and expected outcome were discussed.

Influence of impression management on interpersonal citizenship behavior: Leader-member exchange as a mediator

This paper formulates a framework postulating impression management (IM) as an antecedent of two complementary forms of interpersonal citizenship behavior (ICB), namely task-focused and person-focused. Employees who are motivated by impression management perform ICB to obtain desired rewards and avoid undesired outcomes. Even though ICBs are viewed as prosocial behavior not impression management, a process by which people control the impressions others form of them, plays an important role in interpersonal behavior. Since ICB is claimed to be more overt and visible than organizational citizenship behavior (OCB), the mediation of leader-member exchange may increase the likelihood of being more friendly and offering help among IM-oriented employees. This framework shows how impression management concerns may motivate ICB and addresses the consequences of citizenship in this context. Finally, a discussion on implications for future theory development is presented.