ORCID Profile
0000-0003-3804-2532
Current Organisations
University of Nottingham
,
University of Nottingham - Malaysia Campus
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Publisher: Informa UK Limited
Date: 26-09-2022
Publisher: Emerald
Date: 29-04-2021
DOI: 10.1108/JOEPP-07-2020-0133
Abstract: The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative work behaviours. The authors examine the relations between job satisfaction and innovative work behaviour and each of its sub-dimensions: idea generation, promotion and realisation. Additionally, the authors explore the potential moderating effects of openness to experience and conscientiousness on the relations between job satisfaction and innovative work behaviour and each of the sub-dimensions of innovative work behaviour. Paper-based questionnaires were used to collect data from employees in 28 SMEs located in the Aargau region of Switzerland. All the SMEs were part of the high-tech manufacturing industry. The authors’ hypothesized model was tested using hierarchal regression analysis on a s le of 125 employees. Job satisfaction was positively related to innovative work behaviour and to each of its sub-dimensions: idea generation, promotion and realisation. Openness to experience moderated the relationships between job satisfaction and innovative work behaviour and job satisfaction and the sub-dimensions idea generation, idea promotion and idea realisation. However, conscientiousness did not moderate the relationship between job satisfaction and innovative work behaviour, nor between job satisfaction and each of the sub-dimensions of innovative work behaviour. Findings demonstrate that supportive work environments in SMEs which help develop job satisfaction among employees can have positive effects on the discretionary performances of employees. Studies that examine relationships between job satisfaction and innovative work behaviours in SMEs are extremely sparse. This study makes novel contributions to this line of inquiry by examining how job satisfaction relates to each of the three sub-dimensions of innovative work behaviour and by exploring the potential moderating roles of two important personality traits in these relationships.
Publisher: Emerald
Date: 17-03-2023
Abstract: This study investigates the mediating role of personal initiative taking in the link between employees' exposure to transformational leadership and their engagement in creative behavior, as well as a potential catalytic role of perceived work overload in this process. The research hypotheses were tested with survey data collected among employees of a large organization that operates in the telecommunications sector. Transformational leadership translates into enhanced creative work efforts among employees, because these employees adopt an action-based approach toward work. This mediating role of personal initiative taking is particularly prominent among employees who encounter excessive workloads in their daily jobs, because their initiative and creativity promise solutions to this resource-draining work situation. For human resource managers, this study reveals that employees who go out of their way to address problem situations offer an important means by which a leadership style that inspires and challenges followers can be leveraged to produce enhanced creative outcomes. It also pinpoints how this process can be triggered by employees' beliefs that work demands are excessive. This study adds to prior research by detailing a hitherto overlooked factor (personal initiative) and catalyst (perceived work overload), related to the translation of transformational leadership into increased creative behavior.
Publisher: Informa UK Limited
Date: 21-09-2022
Publisher: Emerald
Date: 06-2015
DOI: 10.1108/JEEE-11-2014-0041
Abstract: – The purpose of this paper is to examine the impact of psychological ownership (both job and organisational based) on extra-role behaviours among family and non-family employees in small overseas Chinese family businesses. – Empirical evidence was drawn from a survey of 80 family owners/managers and non-family employees from 40 small overseas Chinese family businesses from the transport industry in Malaysia. All proposed hypothesis were tested using hierarchical moderated regression analyses. – Job-based psychological ownership was found to significantly predict both types of extra-role behaviours. Organisational-based psychological ownership, however, was only a significant predictor of voice extra-role behaviour. Interestingly enough, no significant moderating effects on the relationships between the two dimensions of psychological ownership and two types of extra-role behaviour were found. – Having a dedicated workforce of both family and non-family employees who are willing to display extra-role behaviours may be considered as an essential component of business success and long-term continuity for many family firms around the world. This particular paper represents one of the few empirical efforts to examine the extra-role behaviours of employees in family firms from emerging economies.
Publisher: Wiley
Date: 03-2010
DOI: 10.1002/TIE.20317
Publisher: Emerald
Date: 20-11-2020
DOI: 10.1108/JFBM-08-2020-0079
Abstract: The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family small-to-medium-sized enterprises (SMEs). Current, research regarding the determinants of nonfamily employees' job satisfaction and turnover intentions has largely focused on the effects of family influence and family firm characteristics. Accordingly, not much is known of how the job characteristics and emotions of nonfamily employees influence their job satisfaction and intention to quit. Data were collected from 160 nonfamily employees across 28 family-SMEs. Process macro was used to analyze the mediating role of nonfamily employees' work passion in the relationship between their job autonomy and job satisfaction and intention to quit. Findings showed that nonfamily employees' job autonomy only had a significant direct effects on their job satisfaction and not their intention to quit. Subsequently, nonfamily employees' work passion was found to only partially mediate the relationship between their job autonomy and job satisfaction. By focusing on the concepts of job autonomy and work passion, the study adds additional insights about the drivers of nonfamily employees' pro-organizational attitudes in family-SMEs. Also the study represents one of the first efforts in the literature to establish a link between job autonomy and the work passion of nonfamily employees with respect to their job satisfaction.
Publisher: Wiley
Date: 22-07-2019
DOI: 10.1002/HRDQ.21370
Publisher: Emerald
Date: 23-10-2023
Publisher: Informa UK Limited
Date: 25-04-2019
Publisher: Informa UK Limited
Date: 13-01-2021
Publisher: Informa UK Limited
Date: 02-09-2016
Publisher: Springer Science and Business Media LLC
Date: 03-07-2022
Publisher: Informa UK Limited
Date: 17-04-2019
Publisher: Walter de Gruyter GmbH
Date: 2016
Abstract: Although there is a growing body of literature linking human resource management (HRM) and corporate entrepreneurship (CE), there is still insufficient understanding of the mechanisms underlying this relationship. This paper focuses on middle managers’ knowledge-sharing behavior as an important mediator in the HRM–CE relationship. We test our hypotheses using data collected from 163 Malaysian middle managers. The paper finds that about a third of the relationship between High-Performance Human Resource Practices and CE can be accounted for by middle managers’ knowledge-sharing behavior. The findings provide quantitative empirical support for theoretical claims of the importance of middle managers’ knowledge sharing in fostering CE, and for the importance of HRM in fostering such knowledge sharing. The study contributes to the literature on the HRM–CE relationship by disentangling the underlying mechanisms and by providing empirical support for this relationship in a Malaysian context.
Publisher: SAGE Publications
Date: 19-02-2016
Abstract: Despite the importance of middle managers’ entrepreneurial behavior for corporate entrepreneurship, there is still a lack of knowledge about its determinants. Knowledge of the role of in idual psychological states and work attitudes remains particularly thin. Through an empirical investigation into 136 middle managers in a large Singapore telecommunications firm, this study finds that psychological ownership is positively related to entrepreneurial behavior and job satisfaction within these middle managers. The study further finds that job satisfaction is positively related to entrepreneurial behavior and mediates the relationship between psychological ownership and entrepreneurial behavior. This study contributes to the literature by demonstrating the relationship between psychological ownership and pro-organizational behavior, extending psychological ownership research into the field of corporate entrepreneurship via middle managers’ entrepreneurial behavior.
Publisher: Emerald
Date: 06-06-2016
DOI: 10.1108/JEEE-10-2015-0058
Abstract: This paper aims to develop an empirical model that examines whether a student’s proactive personality or the university support environment (education support, concept development support and business development support) affects their entrepreneurial intentions. Additionally, the relative strengths of a student’s proactive personality and the university environment influences are compared. A total of 141 students attending a well-established and internationally renowned Malaysian higher education institution completed a questionnaire survey. Results were based on correlation and regression analysis. Results indicate that a proactive personality and concept development support have significant impact on students’ entrepreneurial intentions. Additionally, the results showed that a student’s proactive personality had a greater effect on their entrepreneurial intentions than that of the university support environment. The paper demonstrates one of the few attempts to examine the effects of both a proactive personality and university support environment on entrepreneurial intentions in an emerging economy context. Specifically, we reconfirm students’ personality traits as a more important predictor of their entrepreneurial intentions than environmental factors in the Malaysian context. Additionally, by also demonstrating concept development support as a significant predictor of entrepreneurial intentions, we provide new insights into how universities in emerging economies can foster the entrepreneurial intentions of their students. This result adds to the academic literature on entrepreneurial intentions in emerging economies.
Publisher: Wiley
Date: 17-06-2015
DOI: 10.1002/TIE.21729
Publisher: Cambridge University Press (CUP)
Date: 27-06-2022
DOI: 10.1017/JMO.2022.52
Abstract: How does employees' work context and job characteristics influence their creative behavior? To explore this question, this study draws on the Job Demands – Job Resources (JD-R) model to examine the role of excessive work overload and training and development on employee creative behaviors. Additionally, the study explores whether employees' work passion mitigates or enhances the effects of work overload and training and development on their creative behavior. Data from 142 employee–supervisor dyads in a Singaporean telecommunications organization showed that work overload had a marginally significant positive effect on employee creative behavior. Additionally, employees' work passion was found to enhance the effects of training and development on their creative behavior. The study contributes to ongoing debates in the literature regarding how specific characteristics of one's job and targeted human resource practices may foster employee creativity.
Publisher: Elsevier BV
Date: 09-2014
Publisher: Emerald
Date: 04-04-2016
DOI: 10.1108/APJBA-09-2014-0106
Abstract: – The purpose of this paper is to examine whether Malaysian HR professionals emotions regulation strategy mediates the relationship between their personality and burnout. To date few studies have examined such issues, especially among emerging Asian economies such as Malaysia. – A model linking the Big Five personality to emotions regulation (deep and surface acting (SA)) and burnout was tested using data from 136 employees from a large Malaysian financial institution. – Results indicate that the Big Five had different effects on burnout and emotion regulation. Only SA mediated the relationship between extroversion, emotional stability and openness on personal-related burnout and between extroversion and openness on work-related burnout. – The study represents one of the first attempts in the literature to explore how in idual differences and emotions influence burnout among HR professionals. The study also addresses calls in the literature to further explore the role of emotions in the workplace in non-Western contexts.
Publisher: Inderscience Publishers
Date: 2016
Publisher: Cambridge University Press (CUP)
Date: 07-01-2022
DOI: 10.1017/JMO.2021.67
Abstract: Middle-managers' innovative behaviours are considered an essential determinant of firm-level innovativeness. While prior research has traditionally focused on the contextual determinants of middle-managers' innovative work behaviour (IWB), research regarding in idual-level determinants continues to remain scant. Particularly lacking is research which explores how middle-managers' ownership feelings influence their IWB. This study investigates whether middle-managers' affective commitment mediates the relationship between their psychological ownership and their IWB. Data are collected from 110 middle-managers – supervisor dyads in a large Malaysian IT organisation. Findings from this study contribute to enhancing our understanding of the in idual-level determinants of middle-managers' IWB.
Publisher: Informa UK Limited
Date: 22-01-2018
Publisher: Elsevier BV
Date: 11-2023
Publisher: Inderscience Publishers
Date: 2013
Publisher: Inderscience Publishers
Date: 2015
Location: United Kingdom of Great Britain and Northern Ireland
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