The Mediating Role of Ethical Climate in the Relationship Between Performance Appraisal and Organizational Performance

Sabiu, Malam Salihu; Kura, Kabiru Maitama; Mei, Tang Swee; Joarder, Mohd Hasanur Raihan; Umrani, Waheed Ali

doi:10.1080/01900692.2018.1498105

Cited by 17 publications

(25 citation statements)

References 79 publications

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“…For data analysis, the partial least squares (PLS) path modeling was utilized. PLS is a variance-based structural equation modeling technique which is relatively more suitable to structural measurement models, where even if the sample size is small, the research is exploratory in nature with the objective of testing and validating models (Ahmed, Umrani, Qureshi, & Samad, 2018;Hair, Ringle, & Sarstedt, 2011;Hair, Sarstedt, Ringle, & Mena, 2012;Sabiu, Kura, Mei, Joarder, & Umrani, 2019;Umrani, Mahmood, & Ahmed, 2016;Umrani, Kura, & Ahmed, 2018). A soft-modeling approach is more suitable for exploratory sort of research (Wold, 1975).…”

Section: Analysis and Resultsmentioning

confidence: 99%

University Markor: A Context-Specific Scale to Measure Market-Orientation in Universities

et al. 2019

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Market-orientation (MO) is not a very untouched research area, yet its application in universities is quite a recent phenomenon to execute marketing concept for a better value proposition. Various popular instruments including MARKOR and MKTOR have been used to assess MO in a variety of enterprise setups, but those measures turned out to be invalid in higher education context due to different goals and objectives of universities. Hence, the aim of this article is to validate a relatively more context-specific scale "UNIVERSITY MARKOR" in the developing countries like Pakistan that was initially developed and tested as relatively a better measure of university MO in some developed countries. Survey method was used in this study through the target population constituted by the university teachers and administrators. The proportionate systematic random sampling method was used to form a total sample of 476 respondents. For data analysis, the partial least squares (PLS) path modeling was utilized. The confirmatory factor analysis (CFA) for this study established three dimensions of "UNIVERSITY-MARKOR" construct. The examination of internal consistency reliability, convergent validity, and discriminant validity confirmed adequate psychometric properties for the UNIVERSITY-MARKOR construct. The results of this study are also consistent to the previous studies conducted in different contexts. Additional value may be complemented to this study if the pertinent future research may replicate it either in the private-sector universities. This study is therefore a source of support in developing countries to assist researchers and higher education authorities for better decision making.

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Section: Analysis and Resultsmentioning

confidence: 99%

University Markor: A Context-Specific Scale to Measure Market-Orientation in Universities

et al. 2019

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“…Researchers generally suggest larger sample size for having better statistical power (Hair, Risher, Sarstedt, & Ringle, 2019;Muskat, Hörtnagl, Prayag, & Wagner, 2019;Umrani, Kura, & Ahmed, 2018). Power analysis is a statistical procedure to find a correct sample size for a given research project (Sabiu, Kura, Mei, Raihan Joarder, & Umrani, 2018). Therefore, to find a minimum sample for the present study, we used a priori power analysis method through G*Power 3.1 software (Faul, Erdfelder, Buchner, & Lang, 2009;Urbach & Ahlemann, 2010).…”

Section: Sampling and Data Collectionmentioning

confidence: 99%

Predicting Mobile Banking Acceptance and Loyalty in Chinese Bank Customers

et al. 2019

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Mobile banking (m banking) is the breakthrough technology in banking sector which has significantly improved efficiency of banks and people's quality of life. Banks seem particularly interested in such systems that provide their customers with better services. However, acceptance of and loyalty to m banking depends on how effectively banks motivate their customers to adopt the technology and retain their continued use. The adoption rate in China is very low and quite a few studies have focused on issues related to m banking. The purpose of this study is to examine factors that affect m banking adoption and usage intentions of Chinese bank customers. The proposed model has extended the technology acceptance model (TAM). Data were collected through a field survey questionnaire and analyzed through partial least square structural equation modeling (PLS-SEM). The results showed that acceptance of and loyalty to m banking among Chinese bank customers was significantly and positively affected by resistance to change, perceived risk and low awareness of services, and perceived benefits. The results will be useful to retain existing users and attract new ones. This study is unlike past studies that merely studied short messaging service (SMS) banking and initial adoption or technological aspects of m banking. This study also provides Chinese banks with applicable strategies to effectively design and implement m banking; thus, it is expected to potentially contribute to prevailing literature, especially in the context of China, where few studies that address m banking acceptance and loyalty exist currently.

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“…Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity-A mediated model approach Sanders et al (2008) indicate that OC acts as an intervening factor between the context of an organisation, argued as SHRPP and the attitudes and behaviour of its members articulated as attitudes towards the behaviour of promoting gender equity in the TMTs. Furthermore, some studies have used individual regression analyses that did not allow for examining the potential role of OC as a mediator on work attitudes (Glisson and James, 2002;Sabiu, et al, 2019). Consistent with these theoretical and empirical underpinnings, both direct and indirect hypotheses have been drawn in which OC is hypothesised to mediate the direct link between SHRPP and HR managers' attitudes towards promoting women.…”

Section: Shrpp and Oc Linkmentioning

confidence: 99%

Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

Biswas

Boyle

Bhardwaj

2020

EBHRM

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PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

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The Mediating Role of Ethical Climate in the Relationship Between Performance Appraisal and Organizational Performance

Cited by 17 publications

References 79 publications

University Markor: A Context-Specific Scale to Measure Market-Orientation in Universities

University Markor: A Context-Specific Scale to Measure Market-Orientation in Universities

Predicting Mobile Banking Acceptance and Loyalty in Chinese Bank Customers

Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

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