Raja Munirah Raja Mustapha

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.

Perceived trustworthiness and the behavioral intention to use Internet banking service among bank users in Shah Alam, Selangor

Internet banking is the current trend in the electronic revolution in Malaysia. However, the growth rate in Internet banking has not kept pace with the general usage of Internet. One of the major determinants of the Internet banking adoption is trust. It is of paramount importance as the lack of trust is the primary reason for not engaging in Internet banking. The purpose of this paper is to determine the relationship between perceived trustworthiness and the behavioral intention to use Internet banking service among bank users in Shah Alam, Selangor. A total of 526 questionnaires were distributed to the Internet banking users and only 433 completed questionnaires were returned. Out of this, 383 were usable. The data was analyzed using descriptive and inferential statistics. It was found that perceived ability, perceived benevolence, perceived integrity and the overall perceived trustworthiness were significantly correlated with behavioral intention to use. The finding also indicated that of all three variables, perceived integrity did significantly influence most the behavioral intention to use while perceived ability and perceived benevolence did not significantly influence the behavioral intention to use. Overall, the results indicate that the model provides a good understanding of factors that influence individual intention to use Internet banking service. This paper recommends that the Internet banking practitioners should make their sites more publicly trusted and act ethically according to the electronic banking code set by the Association of Banks in Malaysia (ABM) that would benefited all users and the banking institutions as well.

Exploring the Relationship Between Leadership Style, Knowledge Management Practices, and Innovative Behavior

In today’s highly competitive marketplace, organizations have realized the importance of innovative behavior of employees. They believe creativity and innovation provide greater benefits in dealing with challenges of globalized economy. Although previous studies have given great attention to the innovative behavior of employees, less emphasis has been placed on sustaining this element. The practice and sustenance of innovative behaviors was not substantially discussed in previous literature. Past researchers also have discussed factors to sustain innovative activities in the organization. One of the main factors is leaders’ role. Leadership style is crucial in organizations to boost innovation performance. It is, therefore, imperative to investigate these leadership practices and most importantly understand how these variables can influence the practices and sustainability of innovation in organizations. Another main factor besides leaders’ role which is believed to have an influence towards employees’ innovative behavior is knowledge management practices. Knowledge management practices are able to enhance innovation in an organization Industries should, therefore, build a culture in which knowledge is valued across their business. Many organizations realized the importance of knowledge management practices but not many are willing to invest in it. This investigates practices and issues of knowledge management in organizations. The instrument used for data collection is a survey questionnaire responded by 84 employees working in private organizations in Shah Alam. Data was analyzed using Pearson Product Moment Correlation Coefficient and results indicate that transformational and transactional leaders have positive relationships with innovative behavior. This means that to boost innovativeness, leaders must able to demonstrate and practices transformational and transactional leadership styles. Knowledge responsiveness was found to be more important for organizations when responding to customer needs. The findings of this study assist managers in identifying and using the appropriate leadership styles, and thus contribute towards increased innovative behavior among employees.

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.

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.

The role of design factors in influencing training transfer among small businesswomen

The objective of this research is to investigate the effect of design factors which consist of training content, training delivery, trainer competency and opportunity to use on small businesswomens goal setting activities. The instrument for this research is adapted and modified from the Training Transfer Model and Model for Excellence (American Society of Training and Development Competency Research). Four independent variables: training content, training delivery and trainers competency and opportunity to use; and goal setting as dependent variable formed the framework for this research. Multiple regressions were used to investigate the relationship between design factors and goal setting. Findings from a survey of 246 small businesswomen attending training programs organized by government agencies showed that opportunity to use made the strongest contribution towards goal setting followed by training content, trainers competency and training delivery. Awareness on the constraints or barriers in design factors can assist the primary stakeholders (organizer and trainers) and human resource personnel in developing effective training programs which are expected to create a fair situation for them to accomplish their training objectives as well as beneficial to trainees to transfer the knowledge and skills to their own businesses.