Mediating role of self-regulatory efficacy on the relationship between punishment certainty, punishment severity and organizational deviance

Employee deviance is prevalent and could have significant consequences to organizations and/or its members. Drawing upon deterrence theory, this study examined the mediating role of self-regulatory efficacy on the relationship between punishment certainty, punishment severity and organizational deviance. The participants were 197 employed postgraduate students who enrolled in the Master of Business Administration programme at two universities located in the north-west geopolitical zone of Nigeria. The model tested suggests that both punishment certainty and punishment severity predict organizational deviance through the influence of self-regulatory efficacy. Results suggest that self-regulatory efficacy partially mediates the relationship between punishment certainty and organizational deviance. Similarly, results suggest that the relationship between punishment severity and organizational deviance was partially mediated by self-regulatory efficacy

Tentangan pekerja: masih relevankah ia?

Dalam era pengurusan hari ini, tentangan pekerja masih lagi relevan kepada pihak pengurusan. Ini adalah kerana pihak pengurusan perlu berhadapan dengan corak tentangan yang kurang ketara dan yang tidak langsung yang lebih menyulitkan dan menyukarkan usaha untuk menanganinya secara efektif. Kertas ini akan mengupas fenomena tentangan pekerja dalam organisasi, dan implikasinya kepada pengurusan organisasi. Perbincangan tentang isu ini akan dimulakan dengan sejarah ringkas perkembangan tentangan pekerja di Malaysia

Workplace deviance among hotel employees : an exploratory survey

This exploraory study examined workplace deviance among hotel employees in Langkawi, Malaysia. Specifically it attempted to provide empirical answers to two main research questions: (I) what are the types of workplace deviance employees exhibit at the workplace and (2) what work related factors account for the exhibition of those acts. In order to address these questions, data were collected-from 308 hotel employees. The findings showed that workplace deviance exists in organisations and takes on a variety forms. The results also depicted that workplace deviance is influenced by a number of work-related factors, such as pay, supervision, co-workers, and management practices. In addition, employee deviance was also significantly related to the way they were treated by hotel guests. The implications of the study findings on practice and theory are discussed

Determinants of managerial competencies for primary care managers in Southern Thailand

Purpose– The purpose of this paper is first, to identify the critical managerial competencies of primary care managers; and second, to determine the relationship between personality and motivation, and managerial competency.Design/methodology/approach – A survey was conducted involving distribution of questionnaires to 358 rural primary care managers in Southern Thailand.Findings – The survey found six critical managerial competencies: visionary leadership;assessment, planning, and evaluation; promotion of health and prevention of disease; information management; partnership and collaboration; and communication. Both personality and motivation are found to significantly influence primary care managers’ managerial competency. In particular, conscientiousness (i.e. perseveres until the task is finished, does a thorough job, full of energy, does things efficiently, and a lot of enthusiasm) is related to all managerial competencies. It is clear that extrinsic and intrinsic factors (i.e. quality of supervision and leadership, organizational policy and administration, interpersonal relationship, working conditions, work itself, amount of responsibility, and job recognition) are influential in primary care manager motivation that can significantly improve morale.Research limitations/implications – The short version of the personality instrument may limit the generalization of some of the findings.Future research is needed to assess the relationship between managerial competency and performance. Further research could be done in other countries to see if this conclusion is in fact correct. It would also be useful to research if the findings apply to other health and social areas.Practical implications – Personality and motivation are able to co-predict managerial competency whereby motivation tends to have a stronger influence than personality.These findings will be useful to policy makers and to those responsible for the human development in the preparation of management training and development programs. Moreover, top management should not overlook the motivational system as a way to encourage managers to be competent in their job. Originality/value – The paper contributes to our understanding of managerial competency within the context of rural primary care sectors.The success of any organized health program depends upon effective management, but health systems worldwide face a lack of competent management at all levels.Management development for health systems, particularly at the first line of supervision, must be given much higher priority for investment

Stimulating Organizational Citizenship Behavior (OCB) research for theory development: Exploration of leadership paradigms

This paper synthesizes major leadership paradigms for the purpose of identifying possible ways of influencing Organizational Citizenship Behaviors (OCBs) to improve the functioning of organizations.The leadership paradigms were extended to old and modern categories to provide for systematic understanding of their antecedents and potential influence patterns.The leadership approaches reported to have positive relationships with organizational citizenship behaviors include transformational leadership, charismatic leadership, and ethical leadership paradigms.We have found many modern leadership paradigms not to have been empirically investigated for possible relationships with OCB.This paper therefore discusses the dynamics and potentials for researches within the realms of the leadership paradigms and the OCB field

Modeling the Iinfluence of group norms and self-regulatory efficacy on workplace deviant behaviour

This study investigated the influence of group norms and self-regulatory efficacy on workplace deviant behaviour.A web-based survey was used to collect data from 217 teaching staff from various higher education institutions in Nigeria.The data collected was analysed using Partial Least Squares (PLS) path modeling.As predicted, the path coefficient results supported the direct influence of perceived injunctive norms and self-regulatory efficacy on organisational deviance. Similarly, perceived injunctive norm and self-regulatory efficacy were found to be significant predictors of interpersonal deviance.On the contrary, perceived descriptive norms were not significant predictors of both organisational deviance and interpersonal deviance. In addition, self-regulatory efficacy does not moderate the relationship between perceived descriptive norms and organisational deviance.We also found support for the moderating role of self-regulatory efficacy on the relationship between perceived injunctive norms and dimensions of workplace deviance. The moderating role of self-regulatory efficacy on the relationship between perceived descriptive norms and interpersonal deviance was also supported. Finally, the policy implications of the study are discussed

Organizational culture as a moderator of the personality-managerial competency relationship: A study of primary care managers in Southern Thailand

Purpose – The purpose of this paper is to examine the moderating or contingent effect of organizational culture on the relationship between the personality and managerial competencies of primary care managers in Thailand. Design/methodology/approach – A survey involving distribution of questionnaires to 358 rural primary care managers in southern Thailand was conducted. Self-reported measures on personality, managerial competency and organizational culture constructs, adopted from previous research, were employed.Exploratory factor analysis, confirmatory factor analysis, and hierarchical multiple regressions were used for data analysis. Findings –Humanistic, prescriptive, and leadership culture moderated significantly the relationship between conscientiousness and specific dimensions of managerial competency, i.e. partnership, collaboration, and visionary leadership. In particular, the study found that managers seemed to be demonstrating the highest level of such competencies when they scored high on conscientiousness and worked in an environment that emphasizes a high humanistic culture, high leadership culture, and low prescriptive culture.Research limitations/implications – The findings may be generalizable to any people working in primary care who have a responsibility to engage people in their own care. Further research could be done in other countries to see whether this conclusion is in fact correct. It would also be useful to research whether the findings apply to other health and social areas. Practical implications – Specific personality traits have an influence on managerial competency within certain organizational cultures.A humanistic and leadership culture should be fostered in primary health care units. Focusing on developing conscientiousness in managers should not be overlooked. Relevant training development programs may be important. Originality/value – This study argues that the effects of personality on managerial competency are moderated by organizational culture.The findings will be useful to policy makers and those responsible in human development, particularly, health care managers

Greening the UAE workforce: Can green human resource management and domestic environmental regulations support green innovation at the workplace?

This study aimed to investigate how legal regulations mediated the relationship between green human resource management (GHRM) practices and innovation in organizations. It assessed the impact of GHRM on employees’ commitment to environmental sustainability through training and communication. Additionally, the study examined how employees’ environmental values influenced their innovative behavior within the organizational context. The study used structural equation modeling and multigroup analysis. A survey was conducted among 246 employees aged 20-59 years and employed in transportation (Etihad Airways and Dubai Silicon Oasis Authority), tourism (Burj Khalifa, Jumeirah Group, Sheraton, and Hilton), energy and utilities (Dubai Electricity and Water Authority, Masdar City, and Abu Dhabi National Oil Company), development (Department of Urban Planning and Municipalities, Research Technology and Innovation Parks, and National Health Authority), and agriculture (Agthia Group, Badia Farms, Al Dahra, and Al Rawabi) sectors. GHRM practices significantly affected employees’ attitudes and behaviors, fostering their engagement in sustainability initiatives. Environmentally conscious employees favored creative and sustainable work practices. Domestic legal regulations and organizational practices enhanced the innovative response. Moreover, younger pro-environmentalist employees demonstrated increased receptivity to GHRM practices compared to older employees. In conclusion, GHRM contributed to economic diversification in the UAE by fostering a workforce skilled in sustainable practices, attracting talent to support emerging industries, aligning with economic reforms, and enhancing the overall reputation of the country as a hub for sustainable and diversified economic activities

Does self-regulatory efficacy matter? Effects of punishment certainty and punishment severity on organizational deviance

Extant empirical research has reported conflicting findings with respect to the effects of punishment certainty and punishment severity on organizational deviance, suggesting the need to introduce a moderator.The present study tested whether self regulatory efficacy matters on the relationships among punishment certainty, punishment severity, and organizational deviance. Drawing on deterrence and self-efficacy theories, this study examined the effects of punishment certainty, punishment severity, and self-regulatory efficacy on organizational deviance among 197 employed postgraduate students who enrolled in the Master of Business Administration program at two large universities located in the north-west geopolitical zone of Nigeria.We used self-administered questionnaires to collect data. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), we found a significant negative relationship between punishment certainty and organizational deviance.Similarly, the results indicated that punishment severity had a significant negative relationship with organizational deviance.The study also found a significant negative relationship between self-regulatory efficacy and organizational deviance. As expected, selfregulatory efficacy was found to moderate the relationship between punishment certainty and organizational deviance.On the contrary, no significant interaction effect was found between self-regulatory efficacy and punishment severity.Implications of the study in the Nigerian context have been discussed

Reasons for non compliance of license holders towards disclosure-based regulation in Malaysian securities

The objective of this paper is to report the findings of a study amongst licence holders of the capital markets in Malaysia in relation to the implementation of the Disclosure Based Regulation in Malaysia.This survey was conducted among 107 principal and representative licensees registered with the Securities Commission of Malaysia.They consist of licensed dealers, investment advisers and fund managers.The majority of the respondents were capital markets and services representative licensees (CMSRL), while only 17 respondents were capital markets and services licensees.The survey indicates that non compliance occurs because of lack of ethical values and orientation of the players in the industry.In addition, non compliance was also reported to occur due to lack of understanding of law and regulations, inefficient company's surveillance, control and internal monitoring programmes, and weaknesses in the implementation and enforcement of law.Other reasons include greed (wanting to be rich quickly), selective application of the law, complicity between offenders and regulators, slow judicial process, and high legal cost for victims to pursue compensation.As the enforcement agency, Securities Commission should further enhance efforts to monitor and enforce the law of capital markets.On the other hand, the courts have to impose fines on criminals based on the extent of the losses investors have suffered by investors and on the effects of the crime on market stability.More importantly, ethics training should be carried out to license holders by the relevant bodies and agencies in the securities market.This paper provides useful information in relation to factors contributing to non compliance of participants of the capital markets.The enforcement body can implement measures on how to curb the unethical behaviour by carrying out ethics training and introducing new rules and regulations for the industry