The Role of Mediation of the Organizational Cynicism the Relationship between Leader-Member Exchange and Job Performance: An Examination on the Elementary Teachers of Public Personnel in Central Anatolia Region
This document discusses a study that examines the mediating role of organizational cynicism on the relationship between leader-member exchange and job performance among elementary school teachers in Central Anatolia, Turkey. Questionnaires were administered to 508 teachers and 410 were analyzed. The results of regression analyses found relationships between leader-member exchange and job performance, and between leader-member exchange and organizational cynicism. Additionally, organizational cynicism was found to partially mediate the relationship between leader-member exchange and job performance. In conclusion, the hypotheses that leader-member exchange relates to both job performance and organizational cynicism, and that organizational cynicism partially mediates their relationship, were supported.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
This document summarizes a research article that assesses person-organization fit using a profile comparison approach. The researchers developed an instrument called the Organizational Culture Profile (OCP) to measure individual preferences for organizational culture types and the actual cultures of organizations. Results showed the OCP dimensions were interpretable and person-organization fit predicted later job satisfaction, organizational commitment, and actual employee turnover. This provided evidence for the importance of understanding the fit between individual preferences and organizational cultures.
Vol.(0123456789)1 3 journal of business ethics (2019) 160ojas18
This document presents a study examining how leader character strengths relate to ethical leadership and leader outcomes. The study tests a model showing that the character strengths of honesty/humility, empathy, and moral courage are associated with ethical leadership for leaders with high self-control, and that ethical leadership is then associated with higher psychological flourishing and in-role performance for leaders. The study uses data from 218 US Air Force officers, their subordinates, and superiors to provide initial support for the model.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. It is an applied behavioral science that uses insights from these fields to study topics at the individual, group, and organizational level such as motivation, leadership, communication, and change. The goal is to understand, predict, direct, and influence human behavior in organizational settings.
The Role of Mindset in Leadership - Lewis Lau's ThesisLewis Lau
The document summarizes research on the relationship between leadership mindset and leadership self-efficacy (LSE). It discusses how LSE is an established predictor of leadership performance. Previous research has linked LSE to characteristics like leadership experience, personality traits (e.g. extraversion, conscientiousness), and sex. The document examines a study that tested whether leadership mindset could predict LSE over and above these other factors. The study found leadership experience, conscientiousness, and extraversion significantly predicted LSE, but leadership mindset did not have a significant relationship with LSE. This highlights the need for further research on the role of mindset in leadership.
This presentation provides scholarly, academic, peer-reviewed research snippets and phrases of information on how scholars define the concept of motivation. References included.
The document discusses a dissertation study examining how mutual help mechanisms in Oxford Houses and 12-step groups relate to individual and organizational outcomes. It outlines the study's process, including generating hypotheses, collecting data through surveys of Oxford House residents, and analyzing the results statistically. Currently, the study is still collecting questionnaires and expects to finish analyzing the data and writing results by next summer, completing a 2.5 year process.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
This document summarizes a research article that assesses person-organization fit using a profile comparison approach. The researchers developed an instrument called the Organizational Culture Profile (OCP) to measure individual preferences for organizational culture types and the actual cultures of organizations. Results showed the OCP dimensions were interpretable and person-organization fit predicted later job satisfaction, organizational commitment, and actual employee turnover. This provided evidence for the importance of understanding the fit between individual preferences and organizational cultures.
Vol.(0123456789)1 3 journal of business ethics (2019) 160ojas18
This document presents a study examining how leader character strengths relate to ethical leadership and leader outcomes. The study tests a model showing that the character strengths of honesty/humility, empathy, and moral courage are associated with ethical leadership for leaders with high self-control, and that ethical leadership is then associated with higher psychological flourishing and in-role performance for leaders. The study uses data from 218 US Air Force officers, their subordinates, and superiors to provide initial support for the model.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. It is an applied behavioral science that uses insights from these fields to study topics at the individual, group, and organizational level such as motivation, leadership, communication, and change. The goal is to understand, predict, direct, and influence human behavior in organizational settings.
The Role of Mindset in Leadership - Lewis Lau's ThesisLewis Lau
The document summarizes research on the relationship between leadership mindset and leadership self-efficacy (LSE). It discusses how LSE is an established predictor of leadership performance. Previous research has linked LSE to characteristics like leadership experience, personality traits (e.g. extraversion, conscientiousness), and sex. The document examines a study that tested whether leadership mindset could predict LSE over and above these other factors. The study found leadership experience, conscientiousness, and extraversion significantly predicted LSE, but leadership mindset did not have a significant relationship with LSE. This highlights the need for further research on the role of mindset in leadership.
This presentation provides scholarly, academic, peer-reviewed research snippets and phrases of information on how scholars define the concept of motivation. References included.
The document discusses a dissertation study examining how mutual help mechanisms in Oxford Houses and 12-step groups relate to individual and organizational outcomes. It outlines the study's process, including generating hypotheses, collecting data through surveys of Oxford House residents, and analyzing the results statistically. Currently, the study is still collecting questionnaires and expects to finish analyzing the data and writing results by next summer, completing a 2.5 year process.
Measurement of Person-Environment Fit in Community SettingsChristopher Beasley
This document discusses different conceptualizations of person-environment (P-E) fit and presents a new measure of P-E fit called the Generalized Expectancy of Fit Scale (GEFS). It describes five components of P-E fit assessed by the GEFS: value congruence, interpersonal similarity, unique contributions, needs-supplies fit, and demands-abilities fit. The GEFS was administered to attendees of an addiction recovery housing conference and results indicated it had good psychometric properties. Higher needs-supplies fit and interpersonal similarity predicted greater resident satisfaction and intention to remain in recovery housing.
Organizational behaviour draws from several behavioral disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology studies individual behavior, learning, perception, emotions, and motivation to improve organizational effectiveness and employee well-being. Sociology examines how individuals fill social roles and how social groups influence organizational performance. Social psychology focuses on how people influence each other, including attitudes, communication, trust, and group decision-making. Anthropology provides insights into cultural differences between societies and organizations. Political science analyzes how power is structured and manipulated within political environments.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology contributes to understanding individual behaviors related to learning, motivation, emotions, and decision making. Sociology examines group behaviors and dynamics within formal organizations. Social psychology focuses on how people influence each other through communication, attitudes, and group processes. Anthropology provides insights into organizational culture and environments across cultures. Political science informs how power and conflict operate within organizational systems.
This document provides an introduction to organization behavior. It defines key terms like behavior, organization, and organization behavior. It discusses the benefits of studying organization behavior such as developing soft skills and enhancing individual and organizational effectiveness. It explains the relationship between behavior, productivity, and profitability - noting that productivity is key to sustaining profits. The document also discusses how behavior can be quantified and measured using metrics like count, rate, duration, response latency, and inter-response time. Finally, it defines personality and discusses the main determinants of personality as heredity and environment, providing examples of each.
The aim of the research is to study the relationship between Morale and Change Proneness among Lecturers, who are worked in Colleges in KundavaiNachiyar Govt. College, Bon Secours College for Women, Government College for WomenKumbakonam, SulthanaAdbullahRowther College for Womendistricts besides testing whether the correlations obtained for the comparable sample differ significantly and concludes that both the aspects are significant statistically.
To stay or not to stay can organizational culture provide the staying powerAlexander Decker
This study investigated the influence of organizational culture on employee retention in the Ghanaian banking sector. A survey was administered to 301 employees from 4 banks. The study found that organizational culture significantly predicted employee retention, with innovative culture accounting for the greatest variance. Community and bureaucratic cultures also significantly predicted retention, while competitive culture did not. The findings suggest that cultures emphasizing innovation, community, and bureaucracy best promote employee retention in Ghanaian banks.
Organizational behavior is a field that studies how individuals, groups, and organizational structure influence behavior in organizations. It draws from various disciplines like psychology, sociology, social psychology, anthropology, and political science. The goal is to apply this knowledge to improve organizational effectiveness. Organizational behavior focuses on topics like motivation, leadership, communication, and change management. It also considers how the external environment impacts an organization. Studying organizational behavior helps people understand themselves and others, and prepares them for roles in organizations as members or managers.
1) The study tested a model from self-determination theory in which employees' intrinsic need satisfaction mediated the relationship between perceptions of manager autonomy support and individual autonomy orientation on job performance and well-being.
2) The model posits that satisfying the innate psychological needs for competence, autonomy and relatedness leads to better performance and adjustment, while need thwarting undermines motivation.
3) Autonomy supportive management that acknowledges employees' perspectives and provides choice is expected to enhance intrinsic need satisfaction and thus positively impact outcomes.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
This document discusses different aspects of person-environment fit as they relate to satisfaction and retention in Oxford Houses. It presents six aspects of fit: value congruence, interpersonal similarity, individual contributions, needs-supplies fit, demands-abilities fit, and whether fit is assessed directly or indirectly. A survey of 246 Oxford House residents found that needs-supplies fit explained the most satisfaction, while interpersonal similarity best predicted future length of stay. The document concludes by discussing areas for future research on relationships between fit and other outcomes across multiple settings.
Organizational behavior is the study of human behavior in the workplace. It examines how individuals, groups, and structures affect behavior within organizations and how organizations manage their environment. Key topics include individual and group dynamics, organizational culture, leadership, and managing change. Research methods include case studies, experiments, field experiments, and meta-analyses. The goals of OB are to explain, predict, and control behavior to enhance individual and organizational effectiveness.
Locus of Control’s Harmonization Effect on Organizational Role Stress and Man...Dr. Krishnanand Tripathi
Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you're likely to climb in an organization. Psychologists call it your locus of control. Here's my latest research paper on Locus of Control’s Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it..
Flow experiences at work: for high need achievers alone?Solercanto
Two studies examined how the relationship between employees' perceived skills and challenges at work interacted with their need for achievement to influence positive mood, intrinsic task interest, and performance. The studies found that among highly achievement-oriented employees, experiencing high skills and challenges at work was associated with greater positive mood, task interest, and performance than other skill-challenge combinations. Positive mood also mediated the interactive relationship between skill-challenge levels and achievement needs on performance. The findings suggest that matching skills and challenges optimally may benefit employees and organizations by enhancing motivation and outcomes, particularly for those with high achievement needs.
Employees’ attitudes and efficiency of human resourceAlexander Decker
This document discusses a study examining the relationship between employee attitudes and the efficiency of human resource management (HRM) practices in Nigeria. The study surveyed 1,940 employees across several food and beverage companies in Nigeria. The results indicated that employee attitudes like commitment, trust, employment relations, well-being, absence, and self-motivation were significantly related to the efficiency of HRM practices. Specifically, higher levels of these positive employee attitudes were linked to greater efficiency in how companies implemented practices like recruitment, training, performance evaluation, and compensation. The findings suggest HRM practices work best when they help foster beneficial attitudes among employees.
Direct effect of extraversion and conscientiousness with
interactive effect of positive psychological capital on
organizational citizenship behavior among university teachers
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
This document introduces organizational behavior as a field of study that investigates how individuals, groups, and organizational structure impact behavior in organizations in order to improve effectiveness. It notes that several behavioral sciences, including psychology, social psychology, sociology, and anthropology, have contributed to the development of organizational behavior. Each discipline is analyzed at the individual, group, or organizational level and their key contributions to organizational behavior are outlined.
11.a two factor model of organizational citizenship behaviour in organizationsAlexander Decker
The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
This document summarizes a research study that examined the associations between nationality, the Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, neuroticism), teamwork factors (team identification, team satisfaction, in-role performance), and transformational leadership in an international company. The study hypothesized that openness to experience, agreeableness, extraversion, team identification would have positive associations with transformational leadership. 196 employees from an international consumer electronics company completed a questionnaire, and regression analysis found that openness to experience, agreeableness, and team identification explained a significant portion of the variance in transformational leadership.
1) The document discusses a study examining the effect of organizational culture, leadership, and personal values on improving ihsan behavior at Masyithoh Hospital in Bangil, Indonesia.
2) The study found that organizational culture positively but not significantly affects ihsan behavior. Leadership was found to affect organizational culture but not ihsan behavior. Personal values were found to affect organizational culture.
3) The study aims to provide an integrated examination of how these factors affect ihsan behavior, which previous studies have not fully addressed. It combines Western and Islamic indicators to analyze their impact on ihsan behavior.
Measurement of Person-Environment Fit in Community SettingsChristopher Beasley
This document discusses different conceptualizations of person-environment (P-E) fit and presents a new measure of P-E fit called the Generalized Expectancy of Fit Scale (GEFS). It describes five components of P-E fit assessed by the GEFS: value congruence, interpersonal similarity, unique contributions, needs-supplies fit, and demands-abilities fit. The GEFS was administered to attendees of an addiction recovery housing conference and results indicated it had good psychometric properties. Higher needs-supplies fit and interpersonal similarity predicted greater resident satisfaction and intention to remain in recovery housing.
Organizational behaviour draws from several behavioral disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology studies individual behavior, learning, perception, emotions, and motivation to improve organizational effectiveness and employee well-being. Sociology examines how individuals fill social roles and how social groups influence organizational performance. Social psychology focuses on how people influence each other, including attitudes, communication, trust, and group decision-making. Anthropology provides insights into cultural differences between societies and organizations. Political science analyzes how power is structured and manipulated within political environments.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology contributes to understanding individual behaviors related to learning, motivation, emotions, and decision making. Sociology examines group behaviors and dynamics within formal organizations. Social psychology focuses on how people influence each other through communication, attitudes, and group processes. Anthropology provides insights into organizational culture and environments across cultures. Political science informs how power and conflict operate within organizational systems.
This document provides an introduction to organization behavior. It defines key terms like behavior, organization, and organization behavior. It discusses the benefits of studying organization behavior such as developing soft skills and enhancing individual and organizational effectiveness. It explains the relationship between behavior, productivity, and profitability - noting that productivity is key to sustaining profits. The document also discusses how behavior can be quantified and measured using metrics like count, rate, duration, response latency, and inter-response time. Finally, it defines personality and discusses the main determinants of personality as heredity and environment, providing examples of each.
The aim of the research is to study the relationship between Morale and Change Proneness among Lecturers, who are worked in Colleges in KundavaiNachiyar Govt. College, Bon Secours College for Women, Government College for WomenKumbakonam, SulthanaAdbullahRowther College for Womendistricts besides testing whether the correlations obtained for the comparable sample differ significantly and concludes that both the aspects are significant statistically.
To stay or not to stay can organizational culture provide the staying powerAlexander Decker
This study investigated the influence of organizational culture on employee retention in the Ghanaian banking sector. A survey was administered to 301 employees from 4 banks. The study found that organizational culture significantly predicted employee retention, with innovative culture accounting for the greatest variance. Community and bureaucratic cultures also significantly predicted retention, while competitive culture did not. The findings suggest that cultures emphasizing innovation, community, and bureaucracy best promote employee retention in Ghanaian banks.
Organizational behavior is a field that studies how individuals, groups, and organizational structure influence behavior in organizations. It draws from various disciplines like psychology, sociology, social psychology, anthropology, and political science. The goal is to apply this knowledge to improve organizational effectiveness. Organizational behavior focuses on topics like motivation, leadership, communication, and change management. It also considers how the external environment impacts an organization. Studying organizational behavior helps people understand themselves and others, and prepares them for roles in organizations as members or managers.
1) The study tested a model from self-determination theory in which employees' intrinsic need satisfaction mediated the relationship between perceptions of manager autonomy support and individual autonomy orientation on job performance and well-being.
2) The model posits that satisfying the innate psychological needs for competence, autonomy and relatedness leads to better performance and adjustment, while need thwarting undermines motivation.
3) Autonomy supportive management that acknowledges employees' perspectives and provides choice is expected to enhance intrinsic need satisfaction and thus positively impact outcomes.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
This document discusses different aspects of person-environment fit as they relate to satisfaction and retention in Oxford Houses. It presents six aspects of fit: value congruence, interpersonal similarity, individual contributions, needs-supplies fit, demands-abilities fit, and whether fit is assessed directly or indirectly. A survey of 246 Oxford House residents found that needs-supplies fit explained the most satisfaction, while interpersonal similarity best predicted future length of stay. The document concludes by discussing areas for future research on relationships between fit and other outcomes across multiple settings.
Organizational behavior is the study of human behavior in the workplace. It examines how individuals, groups, and structures affect behavior within organizations and how organizations manage their environment. Key topics include individual and group dynamics, organizational culture, leadership, and managing change. Research methods include case studies, experiments, field experiments, and meta-analyses. The goals of OB are to explain, predict, and control behavior to enhance individual and organizational effectiveness.
Locus of Control’s Harmonization Effect on Organizational Role Stress and Man...Dr. Krishnanand Tripathi
Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you're likely to climb in an organization. Psychologists call it your locus of control. Here's my latest research paper on Locus of Control’s Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it..
Flow experiences at work: for high need achievers alone?Solercanto
Two studies examined how the relationship between employees' perceived skills and challenges at work interacted with their need for achievement to influence positive mood, intrinsic task interest, and performance. The studies found that among highly achievement-oriented employees, experiencing high skills and challenges at work was associated with greater positive mood, task interest, and performance than other skill-challenge combinations. Positive mood also mediated the interactive relationship between skill-challenge levels and achievement needs on performance. The findings suggest that matching skills and challenges optimally may benefit employees and organizations by enhancing motivation and outcomes, particularly for those with high achievement needs.
Employees’ attitudes and efficiency of human resourceAlexander Decker
This document discusses a study examining the relationship between employee attitudes and the efficiency of human resource management (HRM) practices in Nigeria. The study surveyed 1,940 employees across several food and beverage companies in Nigeria. The results indicated that employee attitudes like commitment, trust, employment relations, well-being, absence, and self-motivation were significantly related to the efficiency of HRM practices. Specifically, higher levels of these positive employee attitudes were linked to greater efficiency in how companies implemented practices like recruitment, training, performance evaluation, and compensation. The findings suggest HRM practices work best when they help foster beneficial attitudes among employees.
Direct effect of extraversion and conscientiousness with
interactive effect of positive psychological capital on
organizational citizenship behavior among university teachers
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
This document introduces organizational behavior as a field of study that investigates how individuals, groups, and organizational structure impact behavior in organizations in order to improve effectiveness. It notes that several behavioral sciences, including psychology, social psychology, sociology, and anthropology, have contributed to the development of organizational behavior. Each discipline is analyzed at the individual, group, or organizational level and their key contributions to organizational behavior are outlined.
11.a two factor model of organizational citizenship behaviour in organizationsAlexander Decker
The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
11.a two factor model of organizational citizenship behaviour in organizations
Similar to The Role of Mediation of the Organizational Cynicism the Relationship between Leader-Member Exchange and Job Performance: An Examination on the Elementary Teachers of Public Personnel in Central Anatolia Region
This document summarizes a research study that examined the associations between nationality, the Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, neuroticism), teamwork factors (team identification, team satisfaction, in-role performance), and transformational leadership in an international company. The study hypothesized that openness to experience, agreeableness, extraversion, team identification would have positive associations with transformational leadership. 196 employees from an international consumer electronics company completed a questionnaire, and regression analysis found that openness to experience, agreeableness, and team identification explained a significant portion of the variance in transformational leadership.
1) The document discusses a study examining the effect of organizational culture, leadership, and personal values on improving ihsan behavior at Masyithoh Hospital in Bangil, Indonesia.
2) The study found that organizational culture positively but not significantly affects ihsan behavior. Leadership was found to affect organizational culture but not ihsan behavior. Personal values were found to affect organizational culture.
3) The study aims to provide an integrated examination of how these factors affect ihsan behavior, which previous studies have not fully addressed. It combines Western and Islamic indicators to analyze their impact on ihsan behavior.
Using Organizational Culture, Leadership and Personal Values to Improve Ihsa...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This study examines the impact of ethical leadership on employee job satisfaction and organizational commitment in Chinese public sector organizations. It hypothesizes that ethical leadership positively relates to both employee attitudes, and that this relationship is mediated by psychological empowerment. The researchers surveyed 467 public sector employees over three time periods to test these relationships using confirmatory factor analysis and structural equation modeling. The results found that ethical leadership positively impacts job satisfaction and affective commitment, and that psychological empowerment fully mediates the relationship between ethical leadership and affective commitment, and partially mediates the relationship between ethical leadership and job satisfaction. This contributes to understanding how ethical leadership influences employees through psychological empowerment.
Organizational cynicism is a relatively new concept to be discussed in the area of business administration; while it has a
historical background, different dimensions, various reasons and results. Although many employees are experiencing
cynicism, they are not aware about the exoerience, since cynicism is not well-known and well-defined concept in minds.
This study is aiming to understand what cynicism is about by drawing a brief evaluation and analysis.
For my final project I am choosing the environmental influences on.docxrhetttrevannion
For my final project I am choosing the environmental influences on personality particularly about childhood experiences and their effect on an individual’s personalities. I am contrasting childhood experiences that are caused by their environment to the effect on their personality, I will use the correlation research method. A questionnaire will be used in order to obtain the information I would need. This method would admit me to have a larger sample base, have a better image of the relationship, and numerous variables providing for better research circumstances down the road. The disadvantage to this technique would be, I would not have a personal relationship from those apart of the study and this could cause a lack of dishonesty. Second, establishing a questionnaire that was both dependable and accurate could be an issue. Lastly, I would only get a view at what those in the group went through.
Ethically, I would run into a problem of confidentiality and making sure all of the questionnaires were kept secret and those taking them were offered secrecy. Anyone who take part in the activity would be able to eliminate themselves from the research if they wanted to and if they left the documents it would be destroyed. I would maintain their best interest and would be real and honest with them regarding what the study is being used for and why it was being done. Still, because there isn’t a personal relationship but just general on this could be difficult to prove and cause doubt and that could be an ethical crisis.
References:
APA Ethical Principles of Psychologists and Code of Conduct (2017) (PDF, 272KB)
APA Manual (Publication manual of the American Psychological Association). (2010). Washington, DC: American Psychological Association.
Cervone, D. (2019). Personality theory and research (14th ed.). Danvers, MA: John Wiley &sons.
1
PSY 216 LITERATURE REVIEW TEMPLATE 7
PSY 216 Literature Review Template
Student Name
Institution Affiliation
Course Number and Name
Submission Date
Article One
What is the title of the article? Provide a citation for the article in APA format.
Birth Order Effects on Personality and Various Achievement within Families.
Paulhus, D.L., Trapnell, P.D.,& Chen, D. (1999). Birth Order Effects on Personality and various Achievement within Families. Psychology Science, 10(6), 482-488.
What is the purpose of the article, and how does the purpose relate to personality development?
The main objective of this research article is generally to investigate on the effect of character and diverse achievements that occur due to confinement order.
What is the hypothesis of the study? In other words, what claims do the authors make in the article?
Throughout the literature review reading, it is clear that firstborn mostly stayed nominated as attaining and contentious. Concurrent, most children, born later, were profoundly stated to be most insubordinate and courteous.
What variables (factors) are being looked .
DQ#1 Treatment planning is emphasized as collaborative, but is thiDustiBuckner14
DQ#1 Treatment planning is emphasized as collaborative, but is this an ideal that is not realized in practice? How does the treatment planning process at your site differ from the ideal that is described in the lecture for this topic?
[email protected] How do you resolve the dilemma that is created when biopsychosocial assessment clearly identifies a major problem area that the client does not wish to contemplate changing?
CAT Two: Class
Great discussion on the topic of preparing yourselves for when you complete practicum which will come fast. We discussed the beginnings of preparing your portfolio as well as being aware of your theoretical orientation as you try out new theories and approaches with clients. How comfortable are you feeling with this process and defining the finer points of who you are as a counselor and being able to present this in interviews to obtain a job once you are done with practicum? What areas did you find you still need to work on?
Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various theoretical approaches to understanding the effects of leadership and women. Specifically, the health of women in society, as well as their leadership positions, has been outlined through various theories. The multiple methods present a useful view of the problem statement and research proposed in this paper. The following theories were derived from the studies, and they highlight the means which researchers have operationalized them as well as how they can be used to support this study.
Affective Events Theory
This theory focuses on the effects of emotions on job satisfaction and worker performance. Its application by Walter (2007) in his study of leadership rests on the central role of affective reactions of leaders towards developing charismatic leadership. This theory argues that the emotional responses of leaders and other employees in the workplace affect work attitudes and behaviors. In this study, the main variables include the affective and attitudinal influences of leaders and workers (Walter, 2007). These are independent variables that the researcher believes affect behaviors in the workplace. The researcher has thus used these variables to define charismatic leadership as developed through consistent application of positive affective practices by the leader. Positive affect has been prioritized as an antecedent of charismatic behavior. This theory supports my study by showing how people in an organization interact with female leaders. If affective emotions are used in the workplace, female leaders can grow into charismatic leaders by influencing the behaviors and attitudes of workers in the organization.
Social Equity
Social equity is yet another theory which has been utilized in the studies to highlight women’s role in society. This theory is based on the concept of applying justice and fairness in accessing social amenities (Atakro et al., 2019). Access to healt ...
Cross-cultural psychology explores the relationship between minds and the complex environments that shape them. It focuses on how environments like workplaces, cultural traditions, and political systems influence basic cognitive processes. Methodology in cross-cultural psychology includes both quantitative and qualitative approaches. Quantitative methods use experimental designs and measures of correlation, while qualitative research is conducted in natural settings using methods like interviews.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
This document presents a conceptual framework for how organizational culture is determined and impacts an organization. It is determined by transformational leadership and organizational communication media. Organizational culture then impacts motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, organizational citizenship behavior, productivity, and performance within an organization. The framework was developed through a literature review to establish how these factors relate and influence one another.
A CASE STUDY EXPLORING THE IMPACT OF MANAGING WORKPLACE DIVERSITY ON DIVERSIT...Nicole Heredia
This document is a dissertation that explores how managing workplace diversity impacts diversity awareness and employee job satisfaction. It defines key terms like diversity and discusses the importance of managing a diverse workforce. The study aims to examine diversity management policies and procedures and see how they influence diversity awareness and job satisfaction. Surveys will be used to measure these variables. The dissertation reviews literature on topics like human resource management, equal employment laws, job satisfaction theories, and case studies on diversity initiatives. The methodology chapter will describe the sample, instruments, and data analysis plan for testing the hypotheses that diversity awareness correlates with job satisfaction, and certain diversity characteristics may impact awareness levels. The results and implications of the study are discussed.
Analysis Of The Influence Of Organizational Culture, Transformational Leaders...AJHSSR Journal
ABSTRACT : Purpose – This study describes the role of psychological capital in the relationship between
organizational culture and transformational leadership behavior towards Readiness for Changes in the context of
elementary school teachers in Sungai Penuh City, Jambi.
Design/methodology/approach - This study adopted an inferential research design. This is a cross-sectional
study because data were collected at a one-time point. This empirical study was conducted on a sample of 285
elementary school teachers who were willing to collaborate to participate voluntarily by filling in the online
questionnaire. Data analysis was divided into two parts; the first part analyzed the respondent's profile and
presented the frequency and percentage distribution of the respondent's profile. The second part was hypothesis
testing with two stages, namely the LS Algorithm to see data quality data and PLS Bootstrapping to test the
hypothesis of the proposed research model. The software includes the Statistical Package for Social Sciences
(SPSS) MS-Windows version 23 and Partial Least Square (Smart PLS-3).
Findings - Organizational culture directly affects psychological capital andreadiness to change and indirectly on
readiness for change through psychological means. Psychological Capital has a direct effect on willingness to
change. Transformational leadership behavior directly impacts psychological capital but does not directly affect
readiness to change and does not indirectly affect readiness to change through psychological means.
Research limitations/implications – The online cross-sectional survey design allows for the self-assessment of
data from respondents. The consequence is that response bias persists, although post-sampling statistical tests
were conducted to screen data to reduce it. Therefore, a more qualitative method with a longitudinal design and
a more extensive research sample is recommended for further research.
Practical implications - School administrators and higher authorities can promote readiness for cultural change,
leadership, and teacher psychological factors, as schools face constant and continuous change interventions.
This is expected to have an impact on improving the quality of educators, students, and the quality of Indonesian
education
KEYWORDS: Organizational Culture, Transformational Leadership Behavior, Psychological Capital, and
Readiness to Change.
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
270 • BPA P. Gatti, C.G. Cortese, M. Tartari, C. Ghislieri.docxtamicawaysmith
270 • BPA P. Gatti, C.G. Cortese, M. Tartari, C. Ghislieri
Research2
Followers’ Active Engagement:
Between Personal and
Organizational Dimensions
Paola Gatti, Claudio G. Cortese, Manuela Tartari, Chiara Ghislieri
Department of Psychology, University of Torino
ᴥ ABSTRACT. Il contributo presenta una ricerca sul tema della followership nelle organizzazioni, proponendosi di
individuare alcuni possibili antecedenti del coinvolgimento attivo dei follower nella relazione con il leader. La ricerca,
che ha coinvolto 390 soggetti provenienti da diversi contesti lavorativi, mette in evidenza il ruolo di alcune dimensioni
personali (strategie di coping e apertura all’esperienza) e organizzative (comportamenti di cittadinanza organizzativa)
nelle dinamiche di followership, e consente di formulare importanti indicazioni per le politiche di gestione delle risorse
umane e, nello specifico, per la formazione aziendale.
ᴥ SUMMARY. Introduction: An increasing number of scholars argue that followers are a precondition for “successful”
organizations. Nevertheless, followership has received scant attention in the literature. Starting from a theoretical
analysis of the issue, this contribution aims to answer some questions regarding possible antecedents of Followers’
Active Engagement (F.AE), a specific followership behavior described by Kelley (1988, 1992), described in previous
works, which implies the propensity to take initiative, participate actively and be self-starters. Methods. A questionnaire
was administered to 390 respondents from heterogeneous work settings. The questionnaire includes a personal data
section and eight measures: F.AE; three personal/dispositional variables (extraversion, intellect, and avoiding coping),
three individual-organization interaction variables (organizational citizenship behaviors directed at individuals – OCBI
– and the organization – OCBO –, leader-member exchange), and a Lie scale as control variable. Data was analyzed
with PASW 18. After analyzing reliability and descriptives, the relationship between the variables was explored using
correlations and hierarchical multiple regression. Results. F.AE is related to six variables (25% explained variance). Three
were positively related: in decreasing order, OCBO, intellect, OCBI, and Lie scale. Conversely, avoiding coping and
gender were negatively related. Gender becomes significant only in the second step of the regression when dispositional
variables are included. Conclusions. This study adds to the understanding of followers’ Active Engagement, for example
by measuring some organizational dimensions as its antecedents, and has practical implications for training and human
resource management policies. Further studies should clarify the dynamics that influence followers’ behavior and
the dynamics of the mutual relationship between the leader’s and followers’ behavior, shedding light on the possible
consequences for the organization, in terms of ...
SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1Shadessiechisomjj4
SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1
Shaping Cultures and Ethics of the Organization Annotated Bibliography
Author Note
Cabana, G. C., & Muel, K. (2021). Team ethical cultures within an organization: A differentiation perspective on their existence and relevance:
Journal of Business Ethics, 170(4), 761-780. https://doi-org.ezproxy.liberty.edu/10.1007/s10551-019-04376-5
In this article, the authors highlight multiple ethical cultures at the organizational level. They explore the dynamics of team culture as it is the basics of team building and effective team management. In addition, they suggest that team culture is different from an organizational culture based on cultural differences and similarities. Positively associated organizational outcomes such as innovation and employee well-being have been linked to cohesive ethical culture in organizations. Team ethical culture can be multidimensional based on different cultures and values. I find this article useful as it describes the different ethical cultures at the team level and its implication at the management level of the organization. This article is pertinent to my research because the authors identified the different types of ethical cultures and how they relate and factor into an overall organizational culture.
Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employees’ attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UAE).
Journal of Open Innovation, 7(1), 45. https://doi.org/10.3390/joitmc7010045
This article's authors posit corporate culture's impact on employees’ attitudes, performance, productivity, and behavior. They suggest that a substantial cultural influence impacts the company's overall mission when different groups of people come together to form a work environment. The research findings show a positive relationship between job performance, employee attitude, and organizational culture. In addition, the authors indicate that having a diverse work group fosters an environment for innovative thinking, which leads to the organization’s development. This article is helpful for my literature review as it powerfully reveals that factors such as employee satisfaction, behavior, and performance is vital in promoting an influential organizational culture, just as my other article by Maesschalck and Paesen (2021) determined that organizational culture is impacted by antecedents such as employee behavior.
Gaur, N., & Gupta, V. (2021). Exploring the relationship between ethics and knowledge culture: A conceptual framework for successful organizations.
Academy of Entrepreneurship Journal, 27, 1-13.
Gaur and Gupta (2021) explore the relationship between ethics and knowledge by identifying the ethical norms that influence behaviors in organizati ...
Investigating Organizational Citizenship Behaviors in Terms of Some Variables*inventionjournals
The aim of this study is to detect the perceptions of public primary school teachers regarding organizational citizenship behaviors in terms of some variables (gender, marital status and professional seniority). The research sample consists of randomly selected 346 teachers from 40 schools in the central district of Mardin, Turkey in the academic year of 2015-2016. “Organizational Citizenship Scale” translated from English by Polat (2007) was used in this study. Some of the important findings are; the item with the highest level related to the perceptions of public primary school teachers about organizational citizenship behaviors: “I care about protecting my colleagues’ rights (M=4.35, I completely agree), the item with the lowest level “I always tell people around me that I want to quit teaching (M=1.75, I strongly disagree)”. No significant difference was detected in the dimensions of the organizational citizenship behaviors with respect to the teachers’ gender. However, significant difference was detected just in the dimension of gentility related to the variable of marital status. Furthermore, significant difference was detected in gentility and conscientiousness regarding the seniority. Keywords: Organizational citizenship, pri
Thesis for Masters degree in Organizational Leadership 2.15.13Olga Piedra
This document is a thesis submitted by Olga Piedra in partial fulfillment of a Master of Science degree in Organizational Leadership at Nyack College. The thesis explores the relationship between employee trust and organizational citizenship behavior. It begins with an introduction that defines organizational citizenship behavior and discusses its social relevance. The introduction also presents the theoretical framework of OCB. The thesis will use surveys to measure levels of employee trust and OCB to determine if a relationship exists between the two variables.
Creativity Through Applying Ideas From Fields OtherThan One’.docxvanesaburnand
Creativity Through Applying Ideas From Fields Other
Than One’s Own: Transferring Knowledge From Social
Psychology to Industrial/Organizational Psychology *
Abstract
Subfields of psychology can be arguably characterized as
islands of unconnected knowledge. The underlying theme
of this paper is that these subfields have much to gain by
looking at and studying each other’s respective literature.
This paper explains how the field of industrial/organiza-
tional (I/O) psychology has benefited from theory and
research in social psychology, and suggests ways it can ben-
efit even more so. Specifically, moral development, the
group-serving bias, as well as inducing feelings of hypocrisy
so as to foster subsequent behaviour change are discussed.
Their potential for leading to further insight into existing
problems, refining existing theories, and for raising new
questions in I/O psychology is described.
Psychology is a behavioural science whose literature
has grown rapidly. However, psychology has often
failed to transfer knowledge across its subfields.
Scientists and practitioners within the subfields fre-
quently appear ignorant of ways they can benefit from
cross-subfield research. These subfields, whether bio-
logical, clinical, educational, social, or industrial, con-
tain interdependent ideas that should be shared in
order to advance psychology for all.
Since the authors are researchers of organizational
behaviour, this paper provides insights as to how trans-
ferring knowledge from social psychology has already
enriched the science and practice of I/O psychology.
In addition, new ideas as to how I/O psychology can
benefit from social psychology are explored.
Benefits of Reading Literature Other than One’s Own
The benefits of researching literature other than one’s
own are at least four-fold. First, sharing concepts
among psychology’s subfields allows researchers to
extend their work to other areas (i.e., generalization).
Second, it enables them to theorize and contextualize
their research so as to connect their findings within
larger conversations. Research designs often yield rela-
tively sterile pieces of data that contribute little to
knowledge and understanding when they are confined
to narrow disciplines, or kept within the borders of a
specific field (e.g., Locker, 1994; Sternberg &
Grigorenko, 2001). Third, it helps researchers to be
constructively critical of both the fields from which
they draw information and of that in which they work.
It can lead to proposals for using alternative method-
ologies in a particular program of research. Fourth, it
enables researchers to raise questions not previously
considered. Sharing knowledge across subfields may
even lead researchers who investigate the same phe-
nomenon, but who are in different areas of psycholo-
gy, and hence have different perspectives and instru-
ments, to interact with one another in ways that facili-
tate both knowledge creation and knowledge applica-
tion.
History
I/O .
Similar to The Role of Mediation of the Organizational Cynicism the Relationship between Leader-Member Exchange and Job Performance: An Examination on the Elementary Teachers of Public Personnel in Central Anatolia Region (20)
Microfinance and the Challenge of Financial Inclusion for Sme’s Development i...IOSRJBM
This paper examined microfinance and the challenge of financial inclusion for SMEs development in Nigeria. The study adopted two separate econometrics models for capturing and testing for significance in the stated objectives between 2005 and 2015. The first model determined whether financial inclusion improve the financial well-being of low-income savers in the study period. The second investigated the impact that micro finance has on the performance of small and medium scale enterprises. Each of the models was subjected to the Ordinary Least Square regression to determine the appropriateness of models estimated. Findings from the empirical results in model one (1) and two (2) indicated relationship between financial inclusion in Nigeria, microfinance, and small business enterprises over 10 years period of study. The study found out that there is a significant relationship between financial inclusion and financial well – being of the low income earners. Empirical finding that examines the relationship between microfinance and small business in Nigeria indicates that there is a negative significant relationship between loan to small enterprises and loan to rural areas in Nigeria in the period under study. The study suggests therefore that financial inclusion will have a positive significant impact on the development of small business if the plan to include everyone works in Nigeria.
Corporate Capital of Domestic and Foreign Firms in Africa – An Empirical ReviewIOSRJBM
The study evaluated the existence and nature of systematic competition for corporate capital between local and foreign firms operating in major African economies. The study is motivated by the debate that foreign firms have easier access to corporate capital than domestic firms, and that the problem in the global financial market might push foreign firms to rely more on domestic financial markets for funds. To achieve the goal of this study, both microeconomic and macroeconomic data were sourced from diverse sources – including the World Bank's Global Development Indicators' database and the individual annual financial reports of firms. The data generated a total of 351 firms based in 11 African countries over a period 2009 to 2014. The results show that the average ratio of total liabilities to total assets is slightly higher among the listed foreign firms (at 48.8 percent) than among the listed domestic firms (47.9 percent), although the differences does not appear significant at conventional levels (t-statistic = 0.601; prob.>t = 0.548). For the whole sample also, it is shown that foreign firms have higher long-term liabilities to total asset ratio than domestic firms, and that the difference is significant at 10 percent level. Whereas the average long-term debt ratio among foreign firms stands at 12.1 percent, for domestic firms, the level is 10.7 percent (t-statistic = 1.751; prob.>t = 0.080). In none of the four sub regions, though, does the difference in the long-term debts ratio significantly differ between domestic and foreign firms. Consistent with the statistical evidence, the descriptive results seem to suggest that the survey evidence reported by the World Bank that in Africa, foreign firms are more profitable, larger, more valued in terms of investments in fixed assets, and older than domestic firms is not true. However, as shown in this report, such differences, with the exception of asset tangibility and age, are not very significant at conventional levels. This suggests that the major source of competition for corporate finance in Africa may be on the extent of collateral value and the reputation that arises from firm age
Improvement for Criterion for Minimum Solution of Inventory Model with Algebr...IOSRJBM
This document summarizes research on improving the criteria for finding the minimum solution of inventory models using an algebraic approach. It first reviews how calculus is traditionally used to solve such models by taking partial derivatives and setting them equal to zero. It then examines previous work that aimed to solve the problems algebraically, identifying questionable findings in one paper. The document proposes new criteria to guarantee the existence and uniqueness of the interior optimal solution for inventory models using algebra. It derives several theorems and lemmas presenting the minimum solutions under different conditions on the parameters of the inventory models.
The Relationship between Foreign Trade and Financial Performance of the Liste...IOSRJBM
The main objective of this study was to determine the relationship between foreign trade and financial performance of the listed manufacturing companies in Nigeria. The study focused on the 32 listed companies randomly drawn from the 74 listed manufacturing companies in Nigeria. The secondary data extracted from the financial statement of these companies were subjected to both descriptive and inferential statistics. The result shows a significant positive relationship between the two variables. It was therefore recommended that the management and the board of directors of the listed manufacturing companies should intensify efforts on how the locally produced products will be able to penetrate into the foreign countries as it was discovered that majority of the goods produced by the manufacturing companies in Nigeria are consumed locally
The Government Policy on Foreign Direct Investment in Sri LankaIOSRJBM
management know-how, and access to export markets-that are desperately needed in developing countries. However foreign capital can play an important role in raising investment levels so as to accelerate economic growth in Sri Lanka as in the case of many other developing countries which are handicapped by inadequate domestic savings. The purpose of this study is to examine the Government Policy on Foreign Investment in Sri Lanka. FDI increased initially due to the favourable investment environment created by the 1977 reforms. During the 1983-89 period, the incentives for FDI were eroded by the setbacks in the foreign trade and payments liberalisation momentum and the macroeconomic disequilibrium. Even though FDI was felt down in year 2000, there were increasing trend in FDI up to year 2008 and FDI was diminished as a result of global financial crisis in year 2009. Basically due to the secure macroeconomic environment, Sri Lanka reached highest level of FDI in 2014. The prospect for a significant expansion of FDI inflows in to Sri Lanka, however, do not seems too bright. To attract further investment, it is paramount that Sri Lanka be able to provide policy stability.
The Relationship between Dividend Policy and Shareholder’s Wealth (A Case Stu...IOSRJBM
This research is about the relationship between dividend policy and shareholder’s wealth from 37 mining companies listed in Indonesia Stock Exchange (IDX) from 2011 to 2013. Independent variable which is used in this research are dividend policy and profitability. Dividend policy is measured as dividend per share (DPS) and profitability is measured as Return On Equity (ROE). Dependent variable which is used in this research is shareholder’s wealth. Shareholders’ wealth is measured as Market Price Per Share (MPPS). Investment opportunity which is measured as fixed asset growth, is used as moderating variable which can strengthen the relationship between independent and dependent variable. The result of this research proves that dividend policy has significant influence to shareholder’s wealth, while investment opportunity, as a moderating variable, is proven to strengthen the relationship between dividend policy and shareholder’s wealth.
Understanding Attitudes towards Gasoline Import Demand in Viet NamIOSRJBM
Even with its vast reserves of oil and gas potential, the government has put this fuel resource the top of priority sectors for development, as it views as central to national economic growth as well as energy security, Viet Nam has remained a net importer of petroleum products over the past eight years. On another word, Gasoline importation has been a superior absorbability on the economy of Viet Nam, the determinants of the refined oil products imported activities analysis have been found no study yet. This paper aims to suggest the leading factors affecting import demand performances for petroleum products. The autoregressive distributed lag modelling framework (ARDL) have applied to this research; we estimated various short-run and long-run import demand models for Gasoline using time series study over the period 1995-2015. The results showed that the application of gas is stable prices in both the long and short term. Other principal operators of gas import probably are the real effective exchange rate, domestic petroleum production, and population growth. Moreover, a real economic activity found the most active and influential driver of gasoline demand accordance with the inelastic and elastic coefficients estimated in the short-run and long-run, respectively.
Cost-Volume-Profit Analysis as a Management Tool for Decision Making In Small...IOSRJBM
This study aimed to figure out if small business enterprises utilize cost volume profit (CVP) analysis as a management tool for decision-making process in Bayero University Kano, with a view to shed light on the reality of the use of CVP analysis as a decision-making tool in small business enterprises. The study population is made up of the entire small business enterprises within Bayero University, Kano. Primary source of data were utilized using structured questionnaires. The hypotheses were tested using Mann-Whitney U test and Pearson correlation coefficient. A very weak relationship (0.02) was recorded, it was discovered that there is no statistical significant difference between having the knowledge of a management accounting tools and its application. The study concludes that small business enterprises utilize CVP ignorantly and it is recommended
From Local to Global- Indian Organic Produce an OverviewIOSRJBM
Organic products have a growing market both in India and globally. The study focuses to explore the strengths and weaknesses of this industry so as to tap the global demand and achieve the export target for organic products. The study will aim to perform SWOT analysis and develop TOWS matrix which will provide an insight to the players of Organic market at all levels. The strategies framed are completely based on the researcher’s interpretation of the information collected from secondary sources and telephonic interviews of the agencies
Analysis of Internal, Market & Economic Based Financial Performance Measureme...IOSRJBM
The aim of this study is to investigate the financial performance of 10 commercial banks listed on Dhaka Stock Exchange. In this paper, financial performance has been measured by using three indicators. Internal–based performance measured by Return on Assets, Market-based performance measured by Tobin’s Q model (Price / Book value of Equity) and Economic–based performance measured by Economic Value adds. The correlation and multiple regression of annual time series data is used to find the impact of bank size, credit risk, operational efficiency and asset management on financial performance measured by the three indicators, The study rejected the null hypothesis and it is found that there exist statistically significant impact of bank size, credit risk, operational efficiency and asset management with ROA and Economic Value Added. On the other hand Tobin’s Q has insignificant impact on financial performance of commercial banks
Factors Influencing Purchase Decision of InstitutionalBuyers in Bangladesh: T...IOSRJBM
The Bangladeshi poultry industry is gradually becoming a leading industry in the Bangladeshi market. It is a labor- intensive sector which does not require lengthy training. Almost anyone can be engaged in the poultry farming because it can be done either on a larger scale or in one’s backyard. The purpose of the study is to identify the institutional buyer preference and to find out the purchase criteria factors which influence the purchase decision of the institutional buyers of poultry chickens in Bangladesh. A total of 110 respondents from 8 different categories of institutional buyers, who were directly related to poultry business were randomly selected to be the respondents for the collection of information within the Dhaka Metro City. All factors were randomly selected towards the collection of relevant information following pretested questionnaire. Advance statistical tools were applied for analysis of collected data. A factor analysis was conducted to identify the purchase criteria factors i.e. Brand, Freshness, Halal, How chicken are raised, Meat Cuts (Breast / Leg), Nutrition Value, Packaging, Price Sensitivity, Processed, Production Technology and Taste. Findings from the factor analysis showed that packaging, processed, production technology, taste and how chicken are raised have a significant effect on the selection of purchase criteria of the institutional buyers and their preference..
Effect of Public Services Quality on Satisfaction and Its Implication on Publ...IOSRJBM
: This research aims to determine: 1) The influence of the public services quality on public satisfaction at Samsat Office Kendari City. 2) The effect of public services the quality on public trust at Samsat Office Kendari City. 3) The effect of public satisfaction on public trust at Samsat Office Kendari City. 4) The mediate effect of public satisfaction in strengthening the influence of public services quality on public trust at Samsat Office Kendari City.The design of this research is associative (causal) design. The object of this research is the people who employ Samsat Office services. The samples were taken by purposive sampling (designation intentionally) which employ 110 respondents. The analysis used is descriptive statistical analysis and analysis of Partial Leas Square (PLS).This research concluded that: 1) The public services quality significantly influence the public satisfaction on Samsat Office Kendari City. it indicated that the good quality of public services is reflected by accountability, responsiveness, orientation to service and efficiency indicators which will increase the public satisfaction which is reflected by their attitude to respect service officers, abide by the rules, is proud of the work of the officers, has the spirit and initiative, and avoid of conflict. 2) The quality of public services does not significantly affect the public trust on Samsat Office Kendari City. This means that the public service quality at Samsat Office Kendari city cannot increase public trust significantly caused by the public tust in the service officer has not been optimal. 3) Public satisfaction has significant effect on public trust on Samsat Office Kendari City. This means that the public satisfaction will increase public trust which is reflected by the increasing of public trust in the service facilities. 4) Public Satisfaction mediates the effect of public services quality on public trust on Samsat Office Kendari City. This means that public satisfaction can strengthen the influence of public services quality on public trust.
Impediments and Inducements to Youth Entrepreneurship Development in Sylhet R...IOSRJBM
The purpose of this paper is to explore and identify the key impediments and constraints that obstruct young people from starting and running a new venture and at the same time, inducements and stimuli that trigger youths to entrepreneurial activities. Data were collected from 80 young entrepreneurs of Sylhet, Bangladesh through a questionnaire gleaned from the literature review following a convenience and purposive sampling technique. Findings revealed, insufficient personal savings, high interest rate, and negative attitude of financial institutions to young entrepreneurs due to high default rate are the major impediments to obtaining start-up fund, being their own boss and earning more money are the prime inducements to engage in business. Parents and teachers influenced most to start business while financial risk reported as the most critical demotivator. Managing fund and fierce competition are main problems in running the business successfully. Lack of vocational education and training and inappropriate and inadequate curriculum and study programs are the key educational constraints, unsupportive tax regulations, complex business registration procedure are the leading administrative and regulatory barriers, dearth of information on available business support services and lack of training and business counseling are the major impediments of business support services. The implications of the study bear far-reaching ramifications to the concerned stakeholders for facilitating and encouraging youth entrepreneurship development by addressing the start-up constraints and problems
An Overview of Export Performance of Agricultural Products in IndiaIOSRJBM
Exports are the basis of the overall growth performance of any country. By increasing the rate of exports, any developing country can pave a way for the development by earning international liquidity thereby; sort out the problem of reserves to start up of any project to come out the circle of poverty. So, it becomes a paramount importance for the country like India to start export promotion measures to boost up the pace of its exports and India has already taken many steps to increase the level of its exports. It is concluded from the results of the study that Cotton raw including waste, iron ore, plastic and linoleum and transport equipment has been observed as the products in which exports have been increased at the maximum rate, whereas exports of Tea, Iron and steel, Mica and Leather and Manufacturing have been identified as the area in which satisfied results have not been achieved. So, it is suggested by the results of study that government should promote exports of different sectors by providing different incentives to different sectors to avail the opportunity and fill up the gaps as well. Indian agricultural export has undergone significant changes during recent times. In this context, the present study has analysed the trend in exports of agricultural commodities from India, the changes in the comparative advantage, the Indian agricultural export scenario has witnessed during the past decade and the prospects for further boosting the agricultural export. The study has also analysed the comparative advantage of India’s exports, through revealed comparative advantage (RCA). The RCA was improving in case of cotton, maize, and certain fruits and vegetables over time, but declining in case of some spices, rice and wheat. In case of plantation based spices and other commodities, India is gradually losing its comparative edge, mainly to Asian countries. The study has so identified yield improvement through growth in total factor productivity (TFP) as a potential factor that would result in generation of exportable surpluses and boosting India’s export
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
Health System in India: Opportunities and Challenges for EnhancementsIOSRJBM
One of the basic vitalities of good living is quick access to essential services like health care. But many times it could mean a condition of life and death for an individual who is unable to get the access to these services. Thus an important part of social sector development is incomplete without adequate health care facilities. The quality of human health is the foundation upon which the realization of life goals and objectives of a persona, the community or nation as whole depends. It is both an end and means of development strategy. The relationship between health and development is mutually reinforcing- while health contributes to economic development, economic development, in turn, tends to improve the health status of the population in a country. India as a nation has been growing economically at a rapid pace particularly after the advent of New Economic Policy of 1991. However, this rapid economic development has not been accompanied by social development particularly health sector development. Health sector has been accorded very low priority in terms of allocation of resources. Public expenditure on health is less than 1 per cent of GDP in India. This research paper focuses on the current status of the Indian healthcare industry, the challenges faced plus the comparison of few selected Indian states based on health indicators. Furthermore comparison of India with some developed and developing countries is also employed in order get the clear picture of the health sector. In order to boost the development line, some opportunities in the health care industry are also discussed and necessary policy implications. Regarding in this connection India lags behind in regard of health improvement as compared to U.S.A, Canada, China, and Brazil, but contrary to other developing countries like Pakistan, Bangladesh the scenario is better with life expectancy, Mortality ratios, health care spending speak volumes about the healthcare status. When analyzed through the prism eye, within India there are large disparities amongst states in achieving health outcomes as well. Before liberalization the improvement was at a snail’s pace, but after liberalization the whole picture changed because the key initiatives to improve the current healthcare standard a two prong strategy focusing on the infrastructure needs and the technology solution were implemented, which resulted in the healthy scenario of the healthcare industry. Healthcare sector, a leading weapon as the contributor to GDP (approx.8%) is thus the matter to be deeply looked into, so that golden harvest is reaped.
Total Quality Management (TQM) Practices toward Product Quality Performance: ...IOSRJBM
The purpose of this research was to test and analyze the effect of TQM practices impelementation which consists of leadership, strategic planning, customer focus, information and analysis, people management, and process management to product quality performance. The population were 108 food and beverage companies in Makassar, Indonesia. Respondents are production managers or operation managers. Sample technique which used is population sampling. Method of analysis which use both descriptive statistic and Structural Equation Modelling (SEM). Data processing uses two statistic tools i.e: IBM SPSS and AMOS 19.00. The findings of research indicate that leadership has significant effect on product quality performance, strategic planning has significant effect on product quality performance, customer focus has significant effect on product quality performance, information and analysis has significant effect on product quality performance, people management has significant effect on product quality performance, and process management has significant effect on product quality performance. Leadership factor has dominant effect on product quality performance (critical ratio = 9.760 > t-table = 1.960; and probability = 0.000 < α = 0.05).
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
Work-Life of Indian Railway's Drivers (Loco-Pilots)IOSRJBM
Railways’ Drivers / Loco-Pilots are the most important person in executing the huge task of transporting nearly 25 Million passengers and more than 2.8 Million Tons of freight daily with the help of 2,29,381 wagons, 59,713 coaches and more than 9,213 locomotive engines of various kinds(www.Indian railways, Wikipedia).To transport 25 million passengers and millions of tons of freight and that too with taking care of both the traveler’s convenience and safety is not a mean task, the driver on whose sincerity the journey of a train depends. If he is not capable of carrying his responsibilities then the efforts of the other employees go waste, in this sense we can say that he is the most important person of the railways. The job of a Railway Driver demands hard work and great presence of mind along with courage to handle diverse conditions. For this one should have discipline, patience, responsibility, punctuality, commitment, courage and above all self-confidence. The job requires lots of hard work, stamina, alertness of mind, adaptability to follow difficult time schedules too. But the main and remarkable, highly appreciable role of Railway drivers is the only who works with full honesty, in day & night, in heavy cold, hot & Rainy weather. For Railways’ drivers operating on long distance routes, overnight stays in various locations will be necessary. Furthermore, it can be stressful, as delays and hazards on the track are not uncommon. His cab of the train should be relatively comfortable but it may be quite cold, hot and noisy.
Liquidity Determinants of Sharia and non Sharia StocksIOSRJBM
This study was conducted to analyze and testing stock liquidity differences of sharia and non sharia stock and determinants of sharia and non sharia stock of manufacturing industry at Indonesia Stock Exchange in 2009-2010. Dependent variable of this study is stock liquidity, measured by relative spread and depth. The Independent variable are insider ownership, institutional ownership, blockholder ownership, and foreign institutional ownership, trading volume, stock price, return volatility, Market to book value, dividend policy and size. In addition, this research is also supported by qualitative data obtained from in-depth discussions with key informants, including investment managers, stock exchanges institution and stock brokers. The results showed there is no liquidity difference, both for relative spread and depth of sharia a non sharia stocks. In sharia stocks, trading volume and dividend policy has a negative effect on relative spread, whereas in non sharia stock the trading volume, stock prices and company size has a negative effect on relative spread. Institutional ownership has negative effect, while foreign institutional ownership, trading volume, dividend policy, and size has positive effect on sharia stock liquidity. For non sharia stock, the trading volume, stock prices and company size has a positive effect on depth.
Advanced control scheme of doubly fed induction generator for wind turbine us...IJECEIAES
This paper describes a speed control device for generating electrical energy on an electricity network based on the doubly fed induction generator (DFIG) used for wind power conversion systems. At first, a double-fed induction generator model was constructed. A control law is formulated to govern the flow of energy between the stator of a DFIG and the energy network using three types of controllers: proportional integral (PI), sliding mode controller (SMC) and second order sliding mode controller (SOSMC). Their different results in terms of power reference tracking, reaction to unexpected speed fluctuations, sensitivity to perturbations, and resilience against machine parameter alterations are compared. MATLAB/Simulink was used to conduct the simulations for the preceding study. Multiple simulations have shown very satisfying results, and the investigations demonstrate the efficacy and power-enhancing capabilities of the suggested control system.
Null Bangalore | Pentesters Approach to AWS IAMDivyanshu
#Abstract:
- Learn more about the real-world methods for auditing AWS IAM (Identity and Access Management) as a pentester. So let us proceed with a brief discussion of IAM as well as some typical misconfigurations and their potential exploits in order to reinforce the understanding of IAM security best practices.
- Gain actionable insights into AWS IAM policies and roles, using hands on approach.
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- Basic understanding of AWS services and architecture
- Familiarity with cloud security concepts
- Experience using the AWS Management Console or AWS CLI.
- For hands on lab create account on [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
# Scenario Covered:
- Basics of IAM in AWS
- Implementing IAM Policies with Least Privilege to Manage S3 Bucket
- Objective: Create an S3 bucket with least privilege IAM policy and validate access.
- Steps:
- Create S3 bucket.
- Attach least privilege policy to IAM user.
- Validate access.
- Exploiting IAM PassRole Misconfiguration
-Allows a user to pass a specific IAM role to an AWS service (ec2), typically used for service access delegation. Then exploit PassRole Misconfiguration granting unauthorized access to sensitive resources.
- Objective: Demonstrate how a PassRole misconfiguration can grant unauthorized access.
- Steps:
- Allow user to pass IAM role to EC2.
- Exploit misconfiguration for unauthorized access.
- Access sensitive resources.
- Exploiting IAM AssumeRole Misconfiguration with Overly Permissive Role
- An overly permissive IAM role configuration can lead to privilege escalation by creating a role with administrative privileges and allow a user to assume this role.
- Objective: Show how overly permissive IAM roles can lead to privilege escalation.
- Steps:
- Create role with administrative privileges.
- Allow user to assume the role.
- Perform administrative actions.
- Differentiation between PassRole vs AssumeRole
Try at [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
Batteries -Introduction – Types of Batteries – discharging and charging of battery - characteristics of battery –battery rating- various tests on battery- – Primary battery: silver button cell- Secondary battery :Ni-Cd battery-modern battery: lithium ion battery-maintenance of batteries-choices of batteries for electric vehicle applications.
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Rainfall intensity duration frequency curve statistical analysis and modeling...bijceesjournal
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Originality and value: The results of the rainfall IDF curves can provide useful information to policymakers in making appropriate decisions in managing and minimizing floods in the study area.
Discover the latest insights on Data Driven Maintenance with our comprehensive webinar presentation. Learn about traditional maintenance challenges, the right approach to utilizing data, and the benefits of adopting a Data Driven Maintenance strategy. Explore real-world examples, industry best practices, and innovative solutions like FMECA and the D3M model. This presentation, led by expert Jules Oudmans, is essential for asset owners looking to optimize their maintenance processes and leverage digital technologies for improved efficiency and performance. Download now to stay ahead in the evolving maintenance landscape.
Use PyCharm for remote debugging of WSL on a Windo cf5c162d672e4e58b4dde5d797...shadow0702a
This document serves as a comprehensive step-by-step guide on how to effectively use PyCharm for remote debugging of the Windows Subsystem for Linux (WSL) on a local Windows machine. It meticulously outlines several critical steps in the process, starting with the crucial task of enabling permissions, followed by the installation and configuration of WSL.
The guide then proceeds to explain how to set up the SSH service within the WSL environment, an integral part of the process. Alongside this, it also provides detailed instructions on how to modify the inbound rules of the Windows firewall to facilitate the process, ensuring that there are no connectivity issues that could potentially hinder the debugging process.
The document further emphasizes on the importance of checking the connection between the Windows and WSL environments, providing instructions on how to ensure that the connection is optimal and ready for remote debugging.
It also offers an in-depth guide on how to configure the WSL interpreter and files within the PyCharm environment. This is essential for ensuring that the debugging process is set up correctly and that the program can be run effectively within the WSL terminal.
Additionally, the document provides guidance on how to set up breakpoints for debugging, a fundamental aspect of the debugging process which allows the developer to stop the execution of their code at certain points and inspect their program at those stages.
Finally, the document concludes by providing a link to a reference blog. This blog offers additional information and guidance on configuring the remote Python interpreter in PyCharm, providing the reader with a well-rounded understanding of the process.
Software Engineering and Project Management - Introduction, Modeling Concepts...Prakhyath Rai
Introduction, Modeling Concepts and Class Modeling: What is Object orientation? What is OO development? OO Themes; Evidence for usefulness of OO development; OO modeling history. Modeling
as Design technique: Modeling, abstraction, The Three models. Class Modeling: Object and Class Concept, Link and associations concepts, Generalization and Inheritance, A sample class model, Navigation of class models, and UML diagrams
Building the Analysis Models: Requirement Analysis, Analysis Model Approaches, Data modeling Concepts, Object Oriented Analysis, Scenario-Based Modeling, Flow-Oriented Modeling, class Based Modeling, Creating a Behavioral Model.
The Role of Mediation of the Organizational Cynicism the Relationship between Leader-Member Exchange and Job Performance: An Examination on the Elementary Teachers of Public Personnel in Central Anatolia Region
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 19, Issue 1. Ver. I (Jan. 2017), PP 39-47
www.iosrjournals.org
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 39 | Page
The Role of Mediation of the Organizational Cynicism the
Relationship between Leader-Member Exchange and Job
Performance: An Examination on the Elementary Teachers of
Public Personnel in Central Anatolia Region
Assist. Prof. Dr. Ali Bayram1
Assist. Prof. Dr. Durdu Mehmet Biçkes2
Assist. Prof. Dr. Mustafa Karaca3
Res. Assist. Caner Çakı4
Abstract: Questionnaires were applied to the subjects via the face-to-face interview method. The universe of
the research is composed of teachers working in Public Primary Schools affiliated to The Ministry of National
Education operating in the Central Anatolia Region. 508 questionnaires were delivered to the teachers in this
universe and 442 questionnaires were collected. The return rate of the questionnaire is 87%. 32 of the
questionnaires were eliminated for various reasons and a total of 410 questionnaires were analyzed. After
analyzing the significance and validity of the hypotheses, we have looked at the regression coefficients R which
show the relationship between independent variables and dependent variables and R2
which show the change
between independent variables and dependent variables.For model 1, the R value is 0.372 and the R2
value is
0.138, the R value for model 2 is 0.308 and the R2
value is 0.095, the R value for model 3 is 0.224, and the R2
value is 0.050. On the other hand, when the results of the research hypotheses are examined it was found a
relationship between the variables in the hypotheses from the beta coefficients that indicate the level of
relationship between independent variables and dependent variables in three hypotheses. As a result, the
hypotheses H1, H2 and H3 are accepted. Previous regression analyzes have shown that the first three
conditions have been provided. In order to see whether the fourth condition is also provided, a multiple
regression analysis in which dependent variable was job performance, independent variables leader-member
exchange and organizational cynicism was carried out.
The regression coefficients (Beta values) between the independent variable (leader-member exchange) and the
dependent variable (work performance) in H1 and H4 Hypotheses were examined for the effect of the
instrument variable. According to this datas, the beta coefficient of H4 (313) was found to be lower than the beta
coefficient of H1 (, 182). This suggests that organizational cynicism assumes the role of a partial mediating role
between leader-member exchange and job performance.
Keywords: Leader - Member Exchange, Job Performance, Cynicism, Teachers, Mediation Effect
I. Introduction
It can be said that the origin of cynicism is as old as human history, as with all individual attitudes and
characteristics. However, the focus of academic interest on the concept has been in the 1990s in parallel with
the increase in insecurity, scandals and opportunistic behavior in business circles (Chiaburu et al., 2013: 189).
Applied studies show that organizational cynicism has negative effects on a large number of positive variables
such as organizational commitment to organizational citizenship behavior (Andersson and Bateman, Arabacı,
2010), participation in decision making process, motivation for change (Wanous et al., 2000), job satisfaction
(Nafi, 2015), organizational identification (Bedeian, 2007). On the contrary, the researches reveal that
organizational cynicism has a positive effect on negative variables such as intentional departure intention
(Bedeian, 2007), deviant behavior (Shahzad and Mahmood, 2012) and burnout (Özler and Atalay, 2011). In
terms of organizational functioning, it is very important to prevent the emergence of cynicism having such deep
effects and to manage cynical workers regarding organizational success In this process, one of the most effective
tools available is leadership. Unlike traditional leadership approaches, the theory of leader-member exchange
emerges in the foreground because it emphasizes that each member has different characteristics and therefore
the leader must adopt a different leadership style for each subspecies.
1
Hitit University Çorum, Turkey
2
Nevsehir Hacı Bektas Veli University, Turkey
3
Inonu University Malatya, Turkey, Corresponding Author
4
Inonu University Malatya, Turkey
2. The Role Of Mediation Of The Organizational Cynicism The Relationship Between Leader-Member...
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 40 | Page
According to the leader-member exchange theory, the leaders have the opportunity to assess their
abilities, skills and performances through their role-playing and fulfilling roles. Ultimately, it can establish high-
quality relationships with the most talented, most capable, and best performing employees (Davis and Gardner,
2004: 449). However, according to the theory of leader-member exchange, subordinates are in the expectation
that they will be responded to volunteer actions (Little et al., 2016: 88). These functions that the theory reveals
in terms of both leaders and observers will result in organizational cynicism not being developed as much as
possible among the employees, in the case of development, the cynics will be driven out of the organizational
process and eventually the performance will increase.
When the literature is examined (Davis ve GArdner, 2004; Çetin ve Kaptangil, 2016); It is seen that
researches have been conducted to investigate the relationship between cynicism (Janssen ve Van Yperen, 2004;
Aly vd., 2016) and cynicism and work performance with leader-member exchange theory (Neves, 2012; Çakıcı
ve Doğan, 2014). However, there has been no study of the concept of leader-member exchange, cynicism and
job performance in the literature survey. The fact that the results of the research will contribute to the gap in the
literature to a certain extent gives a different significance to the study.. In this study, the concepts were taken
together and the relationship between them was tried to be put forward through an applied research. The fact
that the results of the research contribute to the gap in the literature, even if it is a little bit, gives a different
significance to the study. The purpose of studying these evaluations is; to provide theoretical information on
leader-member exchange theory, cynicism and job performanceand to demonstrate the influence of cynicism on
the influence of leader-member exchange on job performance through an applied study.
II. Conceptual Framework
Cynicism
Cynicism was born in ancient Greece as a school of thought and a way of life. Antisthenes and
Diogenes of Sinop are the most important cynic; The first known 'cynical' is the student of Socrates who lived
between 445-365 BC Antisthenes (Dean et al., 1998: 342). Laursen (2009: 469) argues that despite the fact that
it is based on Ancient Greece, it differs from today's cynicism. In this sense, Laursen (2009: 469-470) states that
we must have a picture of the original state in order to see how the concept undergoes a change in the temporal
process. Antisthenes, considered as the first cynic, has no personal property other than a saddlebag, which can
hold daily necessities such as a dress, a scepter and dried bread. In addition, the lifestyle far from materialism
and egoism has given him a virtuous position rising on the moral base. Diogenes, another cynical, replied to
Alexander the Great's offer of goodness that he did not want to give another favor. Modern cynicism, on the
other hand, is seen as an innate and determined personality characteristic that reflects negative perceptions about
human behavior that can generally be classified as moral, selfish, beneficent, hypocritical, and so on. Today, the
cynicism characterized by hopelessness, frustration and disappointment; is considered to be an attitude that
moves strong negative emotional elements such as anger, shame and distress (Abraham, 2000: 269).
The cynics believe that other individuals focus solely on their own interests, and all of them are selfish.
Cynicism is the name of the system of thought that explains this situation. In cynicism, individuals believe that
principles such as truth, honesty, sincerity, virtue and sincerity are sacrificed to individual interests. In this
framework, it can be said that it is close to words such as sincerity, insecurity, disbelief, pessimism and
negativity. According to modern interpretation, sincinism is the one who finds meaning, criticism, difficulty and
flaw in the foreground (Karcıoğlu and Naktiyok, 2015: 21).
Cynicism; (Aly et al., 2016: 85) characterized by negative emotions such as personality, group, group,
ideology, social contract or lay trust, frustration, frustration. Organizational cynicism is defined as the negative
attitude towards knitting that occurs as an employee's despise, humiliation, and criticism (Simha et al., 2014:
483). Dean et al. (1998: 345) describe organizational cynicism as a negative attitude that the employee has
developed towards the organization, and indicate that they come from three dimensions, cognitive, affective,
and behavioral. The first dimension of organizational cynicism is cognitive (belief) dimension. This dimension
implies the belief that managerial decisions and organizational practices lack the principles of justice, honesty
and sincerity. Cynics believe that these principles are often lost and replaced by prerogative actions and non-
ethical attitudes as normative. In addition, cynics also believe that people are inconsistent with the behavior they
are unreliable and exhibit. The second dimension of organizational cynicism is the affective dimension. This
dimension consists of strong emotional reactions to knitting, in which the cynics feel anger and disrespect
towards their organization or feel discomfort, hate or even embarrassment when they think of their organization.
The final dimension of organizational cynicism is the behavioral dimension, which expresses negative
tendencies and derogatory attitudes. The most obvious behavioral tendencies are strong critical expressions
towards knitting (Aly et al., 2016: 85). In this dimension, cynics are in pessimistic estimates for the future, using
elements such as sarcastic humor, and they can use scornful and infertile sentiments (Tayfun and Çatır, 2014:
350).
3. The Role Of Mediation Of The Organizational Cynicism The Relationship Between Leader-Member...
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 41 | Page
There are numerous factors such as the development of organizational cynicism among employees,
psychological contract violations, fake (non-intimacy) behaviors, lack of trust in management, misappropriation
decisions, organizational change, perceived organizational injustice, disappointment from work and burnout,
negative working environment and high managerial salaries (Bashir and Nasir, 2013: 62). Besides
organizational factors, it is said that the levels of individual characteristics such as self-esteem, control focus and
self-efficacy are influential on the development of cynicism (Scoot and Zweig, 2016: 553).
Leader-Member Exchange Theory
Leadership also includes others and is influenced by it. Leadership is the whole dynamic relationship.
For this reason, you need to understand your pursuit to understand leadership. Leadership is built on links
established with followers. Relations between the leader and followers were first investigated by the Vertical
Binary Link Model (Martin et al., 2016: 3), which was proposed by Dansereau, Graen and Haga in the 1970s
and based on binary interactions. Later on, the "Leader-Member Exchange Theory" (LMX) was started to be
taken from this model-based theoretical ground (Kanbur and Kanbur, 2015: 194).
Many studies examining the influence of the leader on his subordinates revealed an approach that the
leader should behave in a similar way to his subordinates because of the similarity of all subordinates (Kanbur
and Kanbur, 2015: 195). The leader-member exchange theory, on the contrary of traditional theories,
emphasizes that all subordinates have different characteristics and that different leadership styles should be
developed for each of the leader followers (focus on the interrelationship between leader and follower)
(Dulebohn et al., 2012: 1716; Winkler, 2010 : 47). Leader-member exchange model suggests that leaders can
not have exactly the same level of interaction because their subordinates have different characteristics.
According to this theory, the leader evaluates his followers in two groups as 'in group' and 'out of group'.
Additional prizes, responsibilities and trust are given to the intra-group members for their commitment and
performance. This structure of intra-group relations transforms the group into a perfectly functioning team,
where the leader takes the lead. Relations between out-group and team leaders have a much more formal
structure and the probability of forming a good team out-of-group members is quite low (DuBrin, 2013:
291).Therefore, intra-group relations are called high-quality LMX relations, out-group relations are low-quality
LMX relations. High-quality LMX associations are characterized by multiple positive outputs such as mutual
trust, respect, mutual appreciation, extra role behaviors, job satisfaction, organizational citizenship behavior,
intent to divorce, higher emotional support, and higher job performance (Hanse et al. 2015: 2; Wang et al., 2005:
422; Moss et al., 2009: 654). However, poor quality LMX associations are based on rigid role definitions and
hierarchical relationships (Kunze and Gower, 2012: 84). The subordinates are receiving less support and
resources than their leaders (Chow et al., 2015: 364). Such relationships are characterized by elements such as
lower trust, less communication, more control and authority (Abe and Mason, 2016: 196). Low-quality LMX
associations lead to numerous negative reflections such as discrimination, violence, stress, and negative affect
(Furunes, 2015: 81).
There are four dimensions of leader-member exchange; perceived contribution, interaction,
commitment and professional respect (Maslyn and Uhl-Bien, 2001: 699). The perceived contribution dimension
is expressed as perceptions of the amount, direction and quality of the activities that are focused on the business
that each member presents for common purposes in the bilateral interaction with the leader. The dimension of
interaction is defined as the love that leads and abstains from each other's personal attractiveness than their
business or professional values. The dimension of commitment refers to the measure of loyalty to the leader and
the member. Commitment is also assessed in the sense that the leader and the member clearly support each
other's actions and personalities. The dimension of professional respect is the degree of perception that the
leader and the member form outside the organization and outside the organization as a reflection of their efforts
to perfect their work (Liden and Maslyn, 1998: 50, Duncan and Herrera, 2014: 13).
Job Performance
Organizations are structured to achieve a number of economic and social goals. Above all, the
achievement of these structures depends on the performance of the employees. Suliman (2001: 1049)
emphasized this fact by saying that "the performance of employees is determinative of the extent to which
organizations can achieve their goals and their activities can be improved."
It is important to understand what the performance criteria is, when understanding the performance
concept and measuring the performance level. The importance and priority order of performance criteria can
vary depending on the type of motive (economic, social, etc.), the changes in managerial approaches, and
conjunctural differentiation. For example, while "vulnerability" and "productivity" are important performance
criteria during periods when resource shortages are experienced, the criteria that come to the forefront in times
of crisis can be "efficiency". In organizations where approaches to human rights are important, "perception of
4. The Role Of Mediation Of The Organizational Cynicism The Relationship Between Leader-Member...
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 42 | Page
institutional democracy", "transparency", "institutional trust", "legality" or "human centered management" can
be considered as important performance measures (Tutar and Altınöz, 2010: 202).
The concept of performance is a concept that describes how employees can achieve results in terms of
behaviors they have demonstrated in order to reach individual and / or organizational goals. From this point, it
can be said that organizations can only succeed in proportion to the performance they show. In this sense,
Karanja (2015: 232) states that organizations are interested in what they should do in order to get the highest
possible performance from their employees. In the light of these disclosures, job performance can be defined as
"the level of achievement of the task requirements specified in the job descriptions" (Saeed et al., 2013: 1200) or
"the result obtained from activities undertaken to perform the activities specified as a requirement" (Atmajo,
2015: 116) .
Job performance is shaped by three main factors. The first of these is the inherent traits of interest,
talent, personality traits, psychological factors, and the like that are required to accomplish the task. The second
is the level of employee effort involving motivation, work ethic, work attendance, and job planning. The third is
the support provided to the workforce such as education, resources, productive colleagues, and clearly stated
expectations (Atmajo, 2015: 117).
The Role of Mediation of The Organizational Cynicism The Relationship Between Leader-Member
Exchange and Job Performance : An Examination on The Elementary Teachers of Public Personnel in
Central Anatolia Region
The Purpose and Hypotheses of Research
The purpose of this study is to examine the relationship between the leader-member exchange and the
performance of the worker and to reveal the role of organizational cynicism when examining this relationship.
The hypothesis of research in this framework is as follows.
H1: Leader-member exchange has an impact on job performance.
H2: Leader-member exchange has an impact on organizational cynicism.
H3: Organizational cynicism has an impact on job performance.
H4: The influence of leader-member exchange on job performance has an intermediary role in organizational
cynicism.
Research Model
The research model structured within the framework of hypotheses designed to examine the role of leader-
member exchange on organizational cynicism influences on organizational performance is as shown in Figure 1.
Figure1:Research Model
Method and Sample of Research
The research consists of two phases; theoretical and practical. At the theoretical level, the concepts of
leader-member exchange, organizational cynicism and job performance have been examined based on
secondary source data. In the application phase, the questionnaire form prepared from the theoretical
information was applied to the primary school teachers who are working in the Central Anatolia Region.
The "Leader-Member Exchange Scale" developed by Liden and Maslyn (1998) was used in order to
measure the quality of the relationships between the workers and the superiors in the preparation of the
questionnaire form. The scale consists of 12 words. In order to determine the performances of the employees,
the business performance scale developed by Mahoney, Jerdee and Carroll (1965), which is composed of 4
words, was utilized. In order to measure organizational cynicism, 13 dimensions "Organizational Cynicism
Scale" developed by Brandes, Dharwadkar and Dean (1999) were used. For the questionnaire study, the five-
point Likert Scale (1: Absolutely not, 2: Not agreeable, 3: Neither agree nor disagree, 4: Agree, 5: Absolutely
agree) was used. It was tried to measure the degree of participation of the participants in each expression with
the prepared questionnaire.
Leader – Member
Exchange
Job Performance
5. The Role Of Mediation Of The Organizational Cynicism The Relationship Between Leader-Member...
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 43 | Page
The universe of the research is composed of teachers working in Public Primary Schools affiliated to
the Ministry of National Education operating in the Central Anatolia Region. 508 questionnaires were delivered
to the teachers in this universe and 442 questionnaires were collected. The return rate of the questionnaire is
87%. 32 of the questionnaires were eliminated for various reasons and a total of 410 questionnaires were
analyzed.
In terms of statistics, Cronbach's Alpha coefficients of variables were examined to test whether the data
to be used in the study were reliable. To be able to talk about the reliability of the scale used in the research, the
alpha coefficient should be 0.70 or higher (Hair et al., 1998: 118). The Cronbach's Alpha coefficients for the
scales were calculated as 849 for the leader-member exchange scale, 897 for the organizational cynicism scale,
and 749 for the performance performance scale. These results indicate that the data used in the research are
reliable.
Findings Regarding Research Variables
After determining that the scales used in the study were reliable, the means, standard deviations of the
scales were calculated and the correlation values between the variables were examined. Correlations between
variables, mean, standard deviation regarding variables are given in Table 1.
Table 1: The Mean, Standard Deviation Regarding Variables and Variables Between Correlations
Variables Mean Standard Deviation 1 2 3
1- Leader-Member Exchange 3,11 ,93077 1
2- Organizational Cynicism 2,91 ,76846 -,308**
1
3-Job Performance 3,28 ,78490 ,372**
-,224**
1
**p<0.01
When the answers given by participants were examined, it was determined that the highest mean
belonged to job performance (3,28), but the mean values of the other variables were close to each
other.Correlation analysis was used when the relations between the variables were determined in the study.
Correlation analysis is widely used in marketing research of related analyzes. This analysis coefficient, which is
used to reveal linear relationships, represents a value ranging from -1 to +1 (Nakip, 2003: 244). When the
results of the correlation analysis are examined; Negative (-, 224 **) between leader-member exchange and
organizational cynicism, negative (-, 224 **) between organizational cynicism and organizational cynicism and
organizational cynicism with positive significant relationships were found.
Testing Hypotheses
Regression analysis has been used to test research hypotheses at this stage of the research. Regression
analysis is a statistical technique that tests the relationship between a dependent variable and one or more
independent variables (Nakip, 2003: 227). Regression models for the Beta coefficients showing the relationship
between independent variables and dependent variables and accepted hypotheses are given in Table 2 when the
results of the hypotheses are examined.
Table2: Regression Analysis Results Regarding Hypotheses
Variables Beta t Sig. R R2
F Sig.F Result
H1: Leader-member exchange has an impact on job performance.
Constant 2,307 18,752 ,000
Leader-Member Exchange ,313 8,278 ,000
,372 ,138 68,530 ,000 Acceptance
Regression ModelY= 2,307+ ,313(Leader-Member Exchange)
H2: Leader-member exchange has an impact on organizational cynicism.
Constant 3,710 30,063 ,000
Leader-Member Exchange -,254 -6,694 ,000
,308 ,095 44,812 ,000 Acceptance
Regression ModelY= 3,710-,254(Leader-Member Exchange)
H3: Organizational cynicism has an impact on job performance.
Constant 3,940 27,195 ,000
Organizational Cynicism -,228 -4,748 ,000
,224 ,050 22,540 ,000 Acceptance
Regression ModelY= 3,940-,228(Organizational Cynicism)
Firstly, the statistical validity and significance of hypotheses established in regression analysis were
tested. When the results of the ANOVA analysis that tests the validity and significance of the hypotheses are
examined, the F values are 68,530 for the first model; 44,812 for the second model and 22,540 for the third
model. It is seen that p values of significance values are p = 0,000 for all models. As the result of the ANOVA
analysis showed that the F value, which measures the validity of the models, is greater than ± 1.96 in all models
6. The Role Of Mediation Of The Organizational Cynicism The Relationship Between Leader-Member...
DOI: 10.9790/487X-1901013947 www.iosrjournals.org 44 | Page
and the p value, which measures the meaning of the models, is less than 0.05 in all three hypotheses. Therefore,
the models established for the purposes of the research are statistically significant and valid hypotheses .
For model 1, the R value is 0.372 and the R2
value is 0.138, the R value for model 2 is 0.308 and the R2
value is 0.095, the R value for model 3 is 0.224, and the R2
value is 0.050.After analyzing the significance and
validity of the hypotheses, we have looked at the regression coefficients R which show the relationship between
independent variables and dependent variables and R2
which show the change between independent variables
and dependent variables.
On the other hand, when the results of the research hypotheses are examined, there is a relation
between the independent variables in the three hypotheses and the variables in the hypotheses from the beta
coefficients indicating the relation level between the dependent variables and H1, H2 and H3 hypotheses were
accepted.
A four-step regression analysis proposed by Baron and Kenny (1986) was conducted to explain the role
of organizational cynicism in the influence of leader-member exchange on organizational performance.
According to this method, there are four conditions for the mediation effect to be mentioned (Baron and Kenny
1986: 1173-1182):
1. The independent variable must be an effect on the intermediate variable.
2. The independent variable must be effective on the dependent variable.
3. The intermediate variable must be a significant influence on the dependent variable
4. The regression coefficient on the dependent variable (Beta value) decreases as compared to the first
equation, while the agent variable (organizational commitment) must also have a significant effect on the
dependent variable (corporate reputation) when the agent is put into regression with the variable controlled
by controlling the effect of the variable.
Previous regression analyzes have shown that the first three conditions are met. In order to see whether
the fourth condition is also provided, a multiple regression analysis was carried out in which dependent variable
was job performance, independent variables were leader-member exchange and organizational cynicism. The
results of the analysis are as shown in Table 3.
Table 3: The Regression Analysis Results Regarding Hypotheses
Variables Beta t Sig. R R2
F Sig.F Result
H4: The influence of leader-member exchange on organizational performance has a role of organizational cynicism.
Constant 2,764 12,823 ,000
Leader-Member Exchange ,182 7,135 ,000
Organizational Cynicism -,123 -2,577 ,010
,389 ,151 38,036 ,000 Acceptance
Regression Model Y= 2,764+,182(Leader-Member Exchange)-,123(Organizational Cynicism)
Firstly, the hypothesis established in regression analysis was tested for statistical validity and
significance. When the results of the ANOVA analysis which tests the validity and the significance of the
hypothesis are examined, it is seen that F value is 38,036 and p value of significance value is p = 0,000. The
hypothesis established for the purposes of the study appears to be a statistically significant and valid hypothesis,
as the ANOVA analysis showed that the F value, which measures the validity of the hypotheses, is greater than
± 1.96 and the p value, which measures the significance of the hypothesis, is less than 0.05.
After analyzing the significance and validity of the hypotheses, it has been looked at the R2
values,
which indicate the change between the independent variables and the dependent variable. and the regression
coefficient R which indicate the relationship between the independent variables and the dependent variable. For
the hypothesis, the R value was calculated as 0.389 and the R2 value was calculated as 0.115.
The regression coefficients (Beta values) between the independent variable (leader-member
interaction) and the dependent variable (work performance) in H1 and H4 Hypotheses were examined for the
effect of the instrument variable. According to this, the beta coefficient of H4 (313) was found to be lower than
the beta coefficient of H1 (, 182). This points to the fact that organizational cynicism assumes a partial
mediating role between leader-member exchange and job performance.
III. Result
In this research, it is aimed to show the effect of the level of interaction between leaders and members
on the level of employees' cynicism and their performance. The hypotheses of the research have been tested
with the data collected from 410 teachers working in the state primary schools in the Central Anatolia Region.
Within the findings obtained, the first hypothesis (H1) was that the increase in the quality of interaction
with employees' managers, that is, the quality of interaction between employees and managers, positively affects
the performances of employees. This finding implies that perceived contributions to interaction with managers,
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DOI: 10.9790/487X-1901013947 www.iosrjournals.org 45 | Page
employees with high levels of engagement, commitment, and professional respect are performing better
depending on their desire to be more appreciated by their leaders. Employees may have a tendency to perform
effectively in the past with more effort to maintain what they have developed with their managers, to benefit
more as a result of their interactions and to feel more important than others. These findings are similar to the
results previously reported in the literature (Janssen and Van Yperen, 2004; Aly et al., 2016).
Secondly, the findings of the research have showed that the leader-member exchange negatively affects
the negative feelings of the workers at the level (H2). According to this result, the possibility of negative
emotional reactions to the employees 'organizations will decrease due to a manager who has the necessary
knowledge and ability about the work he has done, adopting different management style for each employee,
trying to meet employees' expectation by behaving fairly, honestly and sincerely against all employees. The
results of our research are consistent with the findings of previous studies in this area (Davis and GArdner,
2004, Cetin and Kaptangil, 2016).
Another important finding of our work is that it affects the performance of employees' organizational
cynicism negatively. This result has supported the third hypothesis (H3) of the research. This finding implies
that employees who have negative feelings towards their organizations perform poorly. These results of the
study also show consistency with previous studies between two variables (Neves, 2012, Çakıcı and Doğan,
2014).
The most important finding in our study is that organizational cynics played a role in the relationship
between leader-member exchange level and organizational performance (H4). According to this result, the level
of perceived leader-member exchange has a direct effect on the performance of the employees, while the
organizational cynicism is related, partly mediated. This result indicates two points. First, organizational
cynicism is an important variable in relation to the performance of employee-member exchange levels that
employees perceive. Second, other variables besides organizational cynicism are also influential between leader-
member exchange and organizational performance.
Findings that our work reveals provide some contributions to the literature from the theoretical point of
view. Firstly, the effects on the job performance of the various leadership styles are one of the frequently
discussed topics in the organizational behavior literature. there is also a literature issue about how variables that
express negativity such as organizational cynicism affect the performance of workshops. The findings of our
research show that a quality interaction between the leader and his members reduces cynicism and improves job
performance. It is obvious that employees who do not have negative feelings towards knitting and exhibit high
performance will provide positively multiples output. For this reason, the results of our study show that a high-
quality leader-member exchange will reduce organizational cynicism and increase job performance and
contribute to organizational success.
On the other hand, organizational behavior will also provide the reader with an idea of how
organizational cynics play a role in the relationship between leader-member exchange and organizational
performance. In addition, the addition of negative variables such as organizational cynicism as model tools and /
or regulatory variables will allow the literature to enrich itself.
The results obtained in the work bring some suggestions in terms of implementation. Especially
teachers working at primary education level are extremely important for educating children and designing their
future. The school administrators need to be sensitive about leadership in order to ensure that primary school
teachers, among the role models of children who meet for the first time in the school with new people besides
their families and their immediate surroundings, show high performance during educational activities. As a
result, it can be saied that teachers with high quality interaction with their managers may not have negative
feelings towards the institution they are working with and they will show high performance. it can be made the
following suggestions to school administrators; (1) the ideas and thoughts of teachers to be given a two-way and
continuous communication should be taken and their participation in decisions should be made possible; (2)
active participation of all teachers should be attempted in school assignments; (3) provide a system that reveals
teachers who demonstrate high performance; (4) a fair and equal management approach should be adopted
against everyone.
There are some limitations of this work. First of all, it is limited to 410 teachers working in public
primary schools operating in Central Anatolia Region because of the factors such as time and cost of sampling
of our research.This situation makes it difficult to generalize the results of the research. In subsequent research,
it may be more useful for workers in different sectors and industries to construct the mainstream of research, in
terms of generalization of relevant results.
In conclusion, the findings of this study has showed that the level of leader-member exchange that
teachers perceive is effective in decreasing organizational cynicism and increasing job performance.
Organizational cynicism has a mediating role between leader-member exchange level and job performance.
From this, it can be said that the perceived level of leader-member exchange is indirectly contributed to
organizational success.
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DOI: 10.9790/487X-1901013947 www.iosrjournals.org 46 | Page
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