PurposeRecent research studies have increasingly suggested leadership as a major antecedent to en... more PurposeRecent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital.Design/methodology/approachData for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departmen...
This paper examines the moderating effect of positive core self-evaluation (CSE) in the job compl... more This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.
Purpose-Recent research studies have increasingly suggested leadership as a major antecedent to e... more Purpose-Recent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital. Design/methodology/approach-Data for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departments of these organizations, who were typically involved in knowledge-intensive jobs and where application of intellectual assets was needed. Findings-Ethical leadership was observed as to positively influencing employees' innovative performance. Two forms of IC, i.e. human capital and social capital were observed as playing mediating role in the ethical leadershipemployees' innovative performance relationship. Originality/value-The contemporary research study adds value in the literature of the ethical leadership. The most imperative theoretical contribution of the present research study underlines the psychological process, i.e. IC by which ethical leaders encourage innovative behavior among employees.
This study examined the role of perceived organizational support as a moderator in the perceived ... more This study examined the role of perceived organizational support as a moderator in the perceived organizational politics and job outcomes (job satisfaction and job performance) relationship. We hypothesized that the negative relationship between perceived organizational politics and job outcomes will be weaker in case of high perceived organizational support. The results of the study suggested that perceived organizational support was found to weaken the negative relationship between perceived organizational politics and job satisfaction. However for job performance the results were really surprising e.g. the positive relationship between perceived organizational politics and job performance was strengthened by low perceptions of organizational support.
This research examined the relationships between perceived psychological contract breach, felt vi... more This research examined the relationships between perceived psychological contract breach, felt violation, and burnout in a sample (n = 361) of employees from various organizations in Pakistan. The moderating role of contract types in these relationships was also tested. Findings supported a positive association between perceived psychological contract breach and felt violation and both were positively related to burnout. Transactional and relational contracts moderated the felt violation-burnout relationship. Scores on relational contract type tended to be higher than for transactional contract type showing some contextual influence.
PurposeRecent research studies have increasingly suggested leadership as a major antecedent to en... more PurposeRecent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital.Design/methodology/approachData for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departmen...
This paper examines the moderating effect of positive core self-evaluation (CSE) in the job compl... more This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.
Purpose-Recent research studies have increasingly suggested leadership as a major antecedent to e... more Purpose-Recent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital. Design/methodology/approach-Data for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departments of these organizations, who were typically involved in knowledge-intensive jobs and where application of intellectual assets was needed. Findings-Ethical leadership was observed as to positively influencing employees' innovative performance. Two forms of IC, i.e. human capital and social capital were observed as playing mediating role in the ethical leadershipemployees' innovative performance relationship. Originality/value-The contemporary research study adds value in the literature of the ethical leadership. The most imperative theoretical contribution of the present research study underlines the psychological process, i.e. IC by which ethical leaders encourage innovative behavior among employees.
This study examined the role of perceived organizational support as a moderator in the perceived ... more This study examined the role of perceived organizational support as a moderator in the perceived organizational politics and job outcomes (job satisfaction and job performance) relationship. We hypothesized that the negative relationship between perceived organizational politics and job outcomes will be weaker in case of high perceived organizational support. The results of the study suggested that perceived organizational support was found to weaken the negative relationship between perceived organizational politics and job satisfaction. However for job performance the results were really surprising e.g. the positive relationship between perceived organizational politics and job performance was strengthened by low perceptions of organizational support.
This research examined the relationships between perceived psychological contract breach, felt vi... more This research examined the relationships between perceived psychological contract breach, felt violation, and burnout in a sample (n = 361) of employees from various organizations in Pakistan. The moderating role of contract types in these relationships was also tested. Findings supported a positive association between perceived psychological contract breach and felt violation and both were positively related to burnout. Transactional and relational contracts moderated the felt violation-burnout relationship. Scores on relational contract type tended to be higher than for transactional contract type showing some contextual influence.
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