Benevolent leadership and its organisational outcomes: a social exchange theory perspective

This study examines the relationship between benevolent leadership and employees’ organisational citizenship behaviour with organisational commitment as a mediator. Social exchange theory is applied in supporting the proposed relationship. A total of 163 employees from four- and fivestar hotels in the Klang Valley participated in the questionnaire survey. Structural Equation Modeling was employed to analyze the data and test the four hypotheses in this study. The empirical results show that there is a full mediation effect of organisational commitment on the relationship between benevolent leadership and organisational citizenship behaviour. Limitations of the study and directions for future research are suggested

Antecedents of organizational citizenship behavior and the mediating effect of organization commitment in the hotel industry

The rapid growth of the hotel industry in the current era of globalization requires hotel operators to acknowledge the importance of service provision and its management in order to compete effectively and to gain competitive advantage at the same time. Building a strong workforce is essential to realize this vision. Therefore, it is vital for the hotel operators to establish a good relationship between their management and the employees to achieve its goals and objectives. As such, this paper aims to examine the importance of emotional intelligence in shaping benevolent leaders and organizational commitment as the mediator of the relationship between benevolent leadership and organizational citizenship behavior. This study is one of the pioneer studies of benevolent leadership conducted in a multicultural context. Moreover, this study also highlighted the effectiveness of benevolent leadership in encouraging voluntary extrarole effort and improving the turnover issues in the hotel industry of Malaysia. The data was collected using multistage sampling from 300 hotel employees from fourand five-star hotels in Klang Valley of Malaysia. Both Statistical Package for the Social Sciences (SPSS) and AMOS (Analysis of Moment Structures) statistical software were used for the hypotheses testing. The results from the analysis showed that the emotional intelligence of supervisors is significantly related to benevolent leadership. Organizational commitment was found to have a mediation effect on the relationship between benevolent leadership and organizational citizenship behavior

DISCOVERY OF POTENT, ORALLY ACTIVE COMPOUNDS OF TYROSINE KINASE AND SERINE/THREONINE-PROTEIN KINASE INHIBITOR WITH ANTI-TUMOR ACTIVITY IN PRECLINICAL ASSAYS

Traditional medicines have become the most productive source of leads for drugs development, particularly as anti-cancer agents. Various screening approaches are being applied. Sorafenib, a multikinase inhibitor, is used to treat primary kidney cancer (advanced renal cell carcinoma) and advanced primary liver cancer. A small library of compounds analogous to sorafenib were designed and screened for the treatment of liver cancer. Multiple members of the family in an assay panel of tyrosine kinase family and serine/threonine-protein kinase family, including VEGFR, Abl, Aurora A, p 38, Lck, Src, PDGFR, Flt3, c-RAF, c-KIT, MEK(MAPKK) were selected to test these compounds. Analysis of the selectivity patterns for these compounds shows specificity for many kinase families. IC50 were measured for the selected compounds. Multiple compounds have very similar kinase inhibition profiles of VEGFR, Flt3, FGFR to that of sorafenib. The IC50 of c-RAF of BB1 is lower than sorafenib. The IC50 of c-RAF of BB3-12 is higher than that of sorafenib. For Flt3, IC50 of BB1-4 is less than sorafenib. The IC50 value of KDR of BB1-10 is less than sorafenib. especially against c-RAF, PDGFR, c-KIT, KDR compared to sorafenib. These compounds are potent Raf1 and Flt4 kinase inhibitors

Relationship between emotional intelligence and benevolent leadership and its effect towards organisational citizenship behaviours mediated by organisational commitment

The purpose of this study is to examine emotional intelligence as the antecedent of benevolent leadership and the relationship between benevolent leadership and organisational citizenship behaviours with organisational commitment as a mediator. This research intends to affirm the importance and effectiveness of benevolent leaders in improving the turnover issues in hotel industry of Malaysia and encourage employees to make extra contribution willingly. As benevolent leadership was mostly investigated by scholars in Chinese context, this is one of the pioneer researches to study benevolent leadership in a multicultural context. This study extends the body of knowledge of benevolent leadership as there were limited researches being done in examining its antecedent. Social exchange theory and path-goal theory were applied in supporting the proposed relationships and a total of seven hypotheses were proposed. The quantitative method is used in analyzing the data collected through questionnaires. Multistage sampling method was applied in the selection of respondents. There were 163 employees and 104 supervisors from four- or five-star hotels in Klang Valley participated in the questionnaire survey. The data screening was carried out to eliminate missing values and outliers in the data collected. The reliability and validity tests, multivariate assumption tests, and descriptive data analysis were conducted as well. Structural equation modelling was employed to analyze the data and test the hypotheses in this study. The result of this study shows that four out of seven hypotheses were supported. The findings have shown that emotional intelligence has no significant relationships with benevolent leadership, organisational commitment and organisational citizenship behaviours. Benevolent leadership is found to be the predictor employee’s citizenship behaviours mediated by employee’s commitment. There is a full mediation effect of organisational commitment towards the relationship between benevolent leadership and organisational citizenship behaviours. Limitations of the study and directions for future research are suggested in the last chapter

The Antecedents of Benevolent Leadership and its Effects on Banking Employee Engagement Mediated by Psychological Empowerment

Background - Benevolent leadership has been proposed as a leadership style that is derived from Confucian philosophy of kindness. The past literature has shown that it is known as one of the favourable leadership styles that lead to various positive organisational outcomes. However, the antecedents of benevolent leadership have not been sufficiently explored. Purpose - This study aims to examine the antecedents of benevolent leadership and the relationship between benevolent leadership and employee engagement with psychological empowerment as a mediator. The antecedents, for instances, perceived leader’s characteristics, perceived leader’s integrity, emotional intelligence and perspective taking were proposed based on the skill theory. The effect of benevolent leadership towards employee engagement through psychological empowerment was explained by social exchange theory. Evidences have shown that banking industry is striving to enhance employees engagement, this research intends to expand the body of knowledge regarding benevolent leadership and affirm the importance and effectiveness of benevolent leaders towards employee engagement in the banking industry of Malaysia. Design/methodology/approach - This is a positivist study and survey method is adopted. The data collection will be conducted by distributing questionnaires to the employees who work at different level in banks around Klang Valley, Malaysia. Judgement sampling method will be used to select the respondents who are working with the same superior for at least one year to ensure a higher accuracy in evaluating their leaders. The data collected will be proposed with data screening to eliminate missing values and outliers. Next, the reliability and validity tests, multivariate assumption tests, and descriptive data analysis will be conducted. Structural equation modelling will be applied for hypothesis testing. Findings/Expected Contributions - The pilot study has been done and it shows that all constructs have achieved an alpha value of 0.8 and above. Research limitations - Due to the time and cost constraint, this study adopted quantitative survey method and collected data only from the banking industry of Malaysia. The interpretation of data may not be as thorough and meticulous as the qualitative study. Although the measurement instrument of benevolent leadership applied is the one which is widely adopted in most of the benevolent leadership studies, it is originally a component from the construct of paternalistic leadership. A new instrument which examine benevolent leadership more comprehensively may be necessary for future studies. Originality/value - This paper proposed four antecedents of benevolent leadership which have not been deeply studied and the psychological empowerment as the mediator of the relationship between benevolent leadership and employee engagement. The result of this study is expected to expand the understanding of benevolent leadership and serves as a reference for banks in cultivating a favourable leadership style that allow the enhancement of employee engagement through training, activities and culture shaping. This paper will also provide insights in the areas of recruitment and selection, training and development, and succession planning of the organizations, particularly in banking industry of Malaysia. Originality/ value is the uniqueness or novelty of the research. It can be taken from the literature gap/ methodology/ statistical examination/ result and etc

The Antecedents of Benevolent Leadership and its Effects on Banking Employee Engagement Mediated by Psychological Empowerment

Benevolent leadership has been proposed as a leadership style that is derived from Confucian philosophy of kindness. The past literature has shown that it is known as one of the favourable leadership styles that lead to various positive organisational outcomes. However, the antecedents of benevolent leadership have not been sufficiently explored. This study aims to examine the antecedents of benevolent leadership and the relationship between benevolent leadership and employee engagement with psychological empowerment as a mediator. The antecedents, for instances, perceived leader’s characteristics, perceived leader’s integrity, emotional intelligence and perspective taking were proposed based on the skill theory. The effect of benevolent leadership towards employee engagement through psychological empowerment was explained by social exchange theory. Purpose – Evidences have shown that banking industry is striving to enhance employees engagement, this research intends to expand the body of knowledge regarding benevolent leadership and affirm the importance and effectiveness of benevolent leaders towards employee engagement in the banking industry of Malaysia