ORCID Profile
0000-0003-3329-6293
Current Organisations
Universiti Sains Malaysia
,
Edith Cowan University
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Publisher: Emerald
Date: 20-02-2020
Abstract: The purpose of this study is to investigate the simultaneous effect of ethical leadership (EL) and corporate social responsibility (CSR) on employees’ turnover intention and examine the mediating mechanism in these relationships. The authors conducted a field study of 851 employees across a variety of industries. This study applied partial least squares structural equation modelling for hypothesis testing. The results show that employees’ perceptions of CSR as well as EL are both uniquely and negatively related to turnover intention. The authors also found that employees’ job satisfaction but not commitment, mediates these relationships. This study answers the recent call (Schminke and Sheridan, 2017) for ethics researchers to put competing explanations to the test to determine their relative importance. Research limitations have been discussed in the paper. Through providing empirical support for the positive impact of CSR and EL on employee-related outcomes and creating a decent and empowering work environment, this study provides further support for CSR and EL. As CSR and EL require accountability, responsible management and addressing societal well-being of stakeholders, this study can contribute to the United Nations sustainable development goals. Previous research has found that both employees’ perceptions of supervisory EL and CSR are negatively related to employees’ turnover intentions. Yet, researchers know little about their relative importance because these relationships have not been adequately examined simultaneously.
Publisher: Informa UK Limited
Date: 31-07-2018
Publisher: Springer Science and Business Media LLC
Date: 10-03-2017
Publisher: Springer Science and Business Media LLC
Date: 27-09-2018
Publisher: Emerald
Date: 18-06-2020
Abstract: The study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the in idual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome. A quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the in idual level, 508 employees from different sectors provided insights through an online questionnaire. For both studies, partial least squares (PLS–SEM) was used to assess the research model. All the proposed hypotheses were supported. Specifically, at the organisational level, organisational environmental culture is positively related to green HRM, and green HRM management positively associates with organisation's environmental performance. At the in idual level, green HRM positively influences employees' job satisfaction, and meaningfulness through work is a strong mediator in this relationship. This study is significant as it contributes to both theory and practice by providing fresh insights on green HRM and its antecedent and outcomes at two levels (organisational and in idual) and across two economies (emerging and developed). It also sheds some light on the outcome of green HRM at the employee level which is an area that is still under-researched. By focusing on meaningfulness through work as an important factor, the study contributes to better understanding of green HRM and employees’ positive outcomes.
Publisher: SensePublishers
Date: 2016
Publisher: Informa UK Limited
Date: 02-01-2019
Publisher: Emerald
Date: 10-01-2023
Abstract: This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates the mediating role of job satisfaction to explore the mechanism through which green HRM is related to employee innovative behaviour. Additionally, it examines the moderating role of inclusive leadership to determine the boundary condition of the relationship between green HRM and employee innovative behaviour. The study used a quantitative research approach using survey and collected 508 responses from full-time employees in Australia. The authors have found support for all the hypothesised relationships in the study. Specifically, green HRM is positively related to employee innovative behaviour. This relationship is mediated by job satisfaction and accentuated by inclusive leadership. Green HRM promotes a green atmosphere in which employees can contribute to a safer and healthier environment. Despite the increasing attention to green HRM in the management literature, little is known about the mechanisms and boundary conditions explaining employees' responses to green HRM.
Publisher: Wiley
Date: 06-06-2023
DOI: 10.1002/HRDQ.21512
Abstract: Meaningfulness is a fundamental psychological need and can result in numerous positive outcomes for employees and organizations. However, little is known about how inclusive leadership can promote employees' sense of meaningful work. Drawing upon self‐determination theory, we posit that inclusive leadership enhances meaningful work through creating psychological safety and fostering learning from errors. Inclusive leadership improves work meaningfulness as it contributes to better job attributes. Study hypotheses were tested using a multiple‐study research design, including a two‐wave field study of 317 full‐time employees (Study 1) and a randomized experimental vignette methodology with 440 participants (Study 2). Findings from both studies support the hypothesized mediation model and suggest that inclusive leaders enhance employees' meaningful work mediated through psychological safety and learning from errors.
Publisher: Routledge
Date: 22-12-2017
Publisher: Springer Science and Business Media LLC
Date: 02-01-2016
Publisher: Inderscience Publishers
Date: 2016
Publisher: University of Twente
Date: 2015
DOI: 10.3990/2.320
Publisher: Springer Science and Business Media LLC
Date: 15-02-2018
Publisher: Informa UK Limited
Date: 06-09-2021
Publisher: Inderscience Publishers
Date: 2012
Publisher: SAGE Publications
Date: 31-07-2016
Abstract: Based on Berry’s seminal work on the acculturation process, this study examines the pattern of acculturation attitude among international postgraduate students in Malaysia, an emerging education hub in Asia. It also investigates the influence of several demographic factors (gender, geographical region, marital status, and education level) and predictors (English language proficiency, media usage, intention to stay in the host country after graduation, and perceived positive stereotype image) on international postgraduate students’ four acculturation attitudes integration, separation, assimilation, and marginalization. Our survey of a s le of 1186 international postgraduate students reveals that the most prevalent acculturation attitude chosen by the international postgraduate students is integration. The identified predictors are shown to positively influence integration attitude while the demographic factors have no significant effect on international postgraduate students’ acculturation attitude in Malaysia. Study findings provide valuable insights for education policymakers and university administrators to manage and address the needs of international students via effective acculturation programs.
Publisher: Informa UK Limited
Date: 25-07-2019
Publisher: Cambridge University Press (CUP)
Date: 26-08-2021
DOI: 10.1017/JMO.2021.40
Abstract: Coronavirus disease 2019 (COVID-19) has seen a shift in remote work from being a discretionary flexible work policy to a mandatory requirement for several workplaces. This ‘forced flexibility’ has meant that organisations and their employees have had to adapt swiftly to new requirements and arrangements for how work is done. Working remotely, often at home in ‘virtual workspaces’, has become commonplace for many employees across Australia and globally. Drawing on findings from two qualitative phases of research in an Australian resources company, we use conservation of resources theory to explore the factors influencing processes related to wellbeing and productivity for employees working remotely in the COVID-19 environment. We identify challenges associated with working remotely, as well as important resources for wellbeing and productivity. Practical implications are also discussed.
Publisher: Emerald
Date: 13-03-2009
DOI: 10.1108/02656710910936726
Abstract: This paper seeks to review service quality factors of the airline industry, and to rank these factors in Iranian society. It aims to introduce a fuzzy TOPSIS approach for this purpose. The research was conducted among graduate students of the University of Tehran, Iran. In order to meet the objectives of the study, Fuzzy TOPSIS approach was used. Required information was gathered through a questionnaire. The results show that “Flight safety”, “Good appearance of flight crew” and “Offering highest possible quality services to customers 24 hours a day” are the most important airline service quality factors in the eyes of Iranian customers. Interestingly, “the possibility of checking flight schedule via telephone” has been selected as the least important quality factor by respondents. Research findings also announce that the majority of Iranian potential travellers prefer airplane as their transportation means. However, at the moment, they are mostly using buses as their first choice. The paper considers graduate university students as its s le society. Although university students are a group of airlines' potential customers, the paper findings might not be generalised to all groups of airline customers and further studies might be essential to see if the same ranking of service quality dimensions will be found within other groups of customers having other career backgrounds. The paper will be helpful in enabling airline industry policy makers to identify the key service quality factors in the eyes of Iranian customers. The concept of ranking airline service quality factors using a Fuzzy TOPSIS is a new approach. The study is the first application of a fuzzy approach to examine and rank customer expectations of airlines' service quality.
Publisher: Emerald
Date: 29-04-2021
Abstract: Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees. A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling. There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect of job demands on burnout. Frontline employees also perceived HCHRM to be a “negative signal” that was implemented for the good of management. The authors are aware of the potential of common method variance due to the cross-sectional research design. Future research should adopt a longitudinal research design or collect data from several sources of informants. As the authors did not find support for the optimistic perspective hypothesis, despite its theoretical and empirical relevance under JD-R and COR perspectives, they call for further research exploring the link between HRM, job design and psychological conditions in promoting employee wellbeing. Burnout is one of the most common and critical health issues faced by frontline food service employees. Food service organizations have to strategize their management practices to reduce employees' experience with burnout by implementing high commitment enhancing HR practices and developing employees' PsyCap. This study provided a better understanding of how (macro) HCHRM practices as an organizational resource reduce burnout of frontline food service employees via two (micro) mediators: job autonomy and job demands. PsyCap is an important personal resource that lessens burnout, consistent with the COR theory. These findings contribute to the literature on strategic HRM and its relationship to employee wellbeing.
Publisher: Springer Science and Business Media LLC
Date: 05-08-2015
Publisher: Inderscience Publishers
Date: 2015
Publisher: Informa UK Limited
Date: 13-04-2018
Publisher: SAGE Publications
Date: 08-2016
Abstract: The increase in higher education internationalisation has called for finding possible ways to understand and improve its related issues. Despite the financial, cultural, and social benefits that international students bring to host countries’ educational institutions, the challenges they encounter in a new environment are hard to deal with, especially acculturative stress and adjustment problems in a new environment. As international students are at the heart of education internationalisation, it is crucial to understand and address their adjustment issues for a sustainable education management. Therefore, this study develops a conceptual framework to portray international students’ adjustment issues in a host country from perspectives of field theory and cross-cultural adaptation theory. The proposed conceptual model not only considers factors influencing international students’ cross-cultural adaptation in a host country, but it also highlights the outcomes of such adaptation which can provide managerial implications for sustaining higher education mobility growth.
Publisher: Wiley
Date: 13-05-2020
Location: Australia
No related grants have been discovered for Azadeh Shafaei.