Investigating the Mediating Effect of Affective Commitment Between Leadership Style, Communication and Project Success in Virtual Projects of Punjab, Pakistan

Despite growing interest on the issues of communication, leadership style and commitment, studies examining the relationship between all of these three variables are lacking. This paper attempts to address this gap. Nowadays socio-economical changes have significant influence on the project success rate. The motive quantitative correlational research is inspecting relationship among leadership style and communication (independent variable) on project success (dependent variable), having the mediating effect of affective commitment virtual projects. The whole project professionals received 3-part personally administrative questionnaire. For data analysis SPSS 21 and AMOS 21 is used. In SPSS researcher conduct the analysis demographics variables and correlational analysis while in AMOS CFA and Path analysis is tested. Convenience random sampling technique is used for collecting the data. It draws on survey data involving 225 virtual project managers. Response rate is 93.2%. The findings designated statistically significant relationship among leadership style, communication on project success in virtual projects. And affective commitment contributes as mediation in these relationships. This is helpful for virtual project managers for best results. Keywords: leadership style, communication, affective commitment and project succes

The Impact of Emergent Web 2.0 on Virtual Teams

Project management as it is known today is relatively new. The concepts and theories of managing projects and teams have developed over the past several decades. A large influence on project management has been in the utilization of information technologies to manage projects and teams. Emergence of Web 2.0 tools has made it easier for companies to conduct projects using virtual teams. This paper reviews the concept of virtual teams and tools available to enhance the virtual team’s ability to communicate, collaborate, and contribute. A review of virtual team development will provide foundation for how risks and trust play an impact on team performance. For these virtual teams trust is a major factor in their success or failure. Another factor impacting team performance is employee satisfaction, their need for networking and how they perceive bonds within their networks

Impact of Leadership and Communication on Project Success with the Mediating Effect of Affective Commitment in Virtual Projects

Despite growing interest on the issues of communication, leadership style and commitment, studies examining the interplay between all of these three variables are lacking. This paper attempts to address this gap. It draws on survey data involving 225 virtual project managers. Socio-economical changes nowadays have significant influence on the project success rate. The motive quantitative correlational research is inspecting connection among leadership style and communication (independent variable), having the mediating effect of affective commitment what's more, dependent variable, project success in virtual projects. The whole project professionals received 3-part personally administrative questionnaire.  Response rate is 93.2%. The findings designated statistically significant relationship among leadership style, communication on project success in virtual projects and affective commitment contributes as mediation in these relationships. This is helpful for virtual project managers. Limitations and future direction have also been discussed. Keywords: leadership: communication, affective commitment and project succes

Tim Virtual Dan Faktor-Faktor Yang Mempengaruhi Efektivitas Kerjasama Dalam Tim Virtual

Nowadays, a Virtual Team has growing rapidly and become one of a trend model in business activities; it\u27s growing is in compliance with technology advance in the world without any boundaries concept. A virtual team has its member around the world, communicate each other using media technology, and almost never meet up at all. As a traditional (conservative) team, a Virtual Team also influenced by many factors to determine its effectiveness. Base on literature research, Reseacher found several factors which is influence to Virtual Teams effectiveness, such as trust, communication and depth of relationship, goal & share understanding, commitment, leadership, technology and trainings

“I’ve become a cross-disciplinary interpreter”; Experiences of open learning within a multidisciplinary collaborative design context

Open working practices are increasingly encouraged across the domains of design, business and academia, with concerted efforts made to enable contextual learning and facilitate knowledge exchange between multi-disciplinary partners. Despite the understanding and acceptance of this way working, challenges to collaborative practice exist widely. This paper aims to explore experiences of learning within a multi-disciplinary collaborative design context. In the same way that Chesbrough (2006) considers open innovation as ‘the use of purposive inflows and outflows of knowledge to accelerate internal innovation’, this paper asks how ‘open learning’ within a multidisciplinary collaborative design context can make use of those same flows of knowledge in order to realise value for those participants engaged. Contextualised within a series of multidisciplinary design-led events in Scotland, emerging themes of learning are identified from across business, academia and design participants. Deconstructing the themes, this paper questions how design can enable wider participatory education practices, with the aim of informing the knowledge and understanding of learning within a multidisciplinary design space

Putting the Romance Back in Teams: Is Trust the Key to Unlock Knowledge Sharing?

One reason teams are seen to be a high-performance work practice (HPWP) is that the diversity of team member knowledge, skills and abilities, known as cognitive resource diversity supposedly brings new perspectives, information, ideas and resources to the solution of problems and the exploration and exploitation of opportunities. However, to date the performance of heterogeneous teams has been disappointing with the most common finding being increased conflict. Based on social identity and social exchange theories and building onto Mayer, Davis & Schoorman's (1995) classic integrative model of trust, this paper proposes that trust is a critical mediator in the relationship between cognitive resource diversity and within-team knowledge sharing

Factors influencing rentention of academic staff at South African higher education institutions

The study investigated the factors influencing retention of academic staff at South African Higher Education Institutions (HEIs). The Job Embeddedness theory and Herzberg’s theory on retention were used to explore the retention of employees with special focus on the challenges and strategies of enhancing retention. The study adopted desktop research to explore the retention of academic staff in HEIs. This study discussed the challenges and factors influencing staff retention in universities and Technical and Vocational Education and Training colleges (TVETs) in South Africa. The findings of the study revealed that the challenges that impede staff retention include a lack of capacity; massification of tertiary education; transformation of higher education; redressing historical imbalances; staff turnover; a lack of mentoring and coaching; and the impossibility to satisfy everyone’s needs. The study identified strategies that can be adopted to enhance staff retention that focus on remuneration and compensation; professional development; workplace climate; appointments and promotions; institutional governance; institutional infrastructure and adaptation to change. Factors that contribute to effective staff retention were also identified as organisational culture; the rewards system; mentoring and development programmes; retention tracking, recruitment; selection; the life cycle of an employee; onboarding; performance management systems, career management, bureaucratic organisational structures; and effective support from Deans and Vice-Chancellors. Lastly, the study recommended the following on how HEIs can retain their academic staff: career advancement opportunities to boost morale and loyalty of the staff; mentoring and coaching provided to the junior staff by the senior staff; job satisfaction through the provision of remuneration and rewarding performance; and implementing sound performance management and appraisal systems.Thesis (MA) -- Faculty of Humanities, School of Governmental and Social Sciences, 202

Factors influencing rentention of academic staff at South African higher education institutions

The study investigated the factors influencing retention of academic staff at South African Higher Education Institutions (HEIs). The Job Embeddedness theory and Herzberg’s theory on retention were used to explore the retention of employees with special focus on the challenges and strategies of enhancing retention. The study adopted desktop research to explore the retention of academic staff in HEIs. This study discussed the challenges and factors influencing staff retention in universities and Technical and Vocational Education and Training colleges (TVETs) in South Africa. The findings of the study revealed that the challenges that impede staff retention include a lack of capacity; massification of tertiary education; transformation of higher education; redressing historical imbalances; staff turnover; a lack of mentoring and coaching; and the impossibility to satisfy everyone’s needs. The study identified strategies that can be adopted to enhance staff retention that focus on remuneration and compensation; professional development; workplace climate; appointments and promotions; institutional governance; institutional infrastructure and adaptation to change. Factors that contribute to effective staff retention were also identified as organisational culture; the rewards system; mentoring and development programmes; retention tracking, recruitment; selection; the life cycle of an employee; onboarding; performance management systems, career management, bureaucratic organisational structures; and effective support from Deans and Vice-Chancellors. Lastly, the study recommended the following on how HEIs can retain their academic staff: career advancement opportunities to boost morale and loyalty of the staff; mentoring and coaching provided to the junior staff by the senior staff; job satisfaction through the provision of remuneration and rewarding performance; and implementing sound performance management and appraisal systems.Thesis (MA) -- Faculty of Humanities, School of Governmental and Social Sciences, 202

A Study of the Relationship between Employee Virtuality and Technology Deviance as Mediated by Leadership and Employee Perceptions

Recent studies found that organizations have been investing significant capital in developing teams and employees in geographic areas where labor and resources are considerably cheaper. Furthermore, organizations are moving core operational activities such as research and development and back-office processes to globally distributed teams. However, several factors that are inherent to these virtual teams can have a negative impact on employee perceptions and engagement; specifically, the physical and temporal differences between employees and their supervisors, the lack of meaningful social interaction intrinsic to working relationships, and cultural biases that can be fostered when close, daily interactions is not there to help bridge the dissimilarity. When strategies are not in place to mitigate these deficiencies, it can cause virtual employees to disengage emotionally and intellectually from the organization, or lead them to feel justified in working against the best interest of the company. Past research indicates that although deviant behavior in the workplace is not new, transgressions committed by employees have been increasing significantly every year. Beyond the focus of why employees are motivated to act against the organization, to what extent do the recent changes to the organization’s structure influence this type of behavior through their actions at the macro (organizational) and micro level (leadership). In addition, there is a related phenomenon that has aided the transformation of the workplace – namely, the ubiquity of technology. In the context of workplace deviance, established research has documented an increasing trend of employees utilizing company technology as a medium and amplifier when harming the organization. It is important to understand whether technology has facilitated or hindered workplace deviance by virtue of the technology itself (as a means), and as part of the new employee roles created by the evolving technology (i.e, virtual employees). Therefore, it is important to identify how individual attitudes and behaviors can be affected by an employee’s degree of virtuality. This study will add to the understanding of how social interaction and physical proximity, leadership and other perception factors contribute to the changes organizations are experiencing as their structure evolves and adapts to compete in the new global environment