Using E-Leadership as a Strategic Tool in Enhancing Organizational Commitment of Virtual Teams in Foreign Commercial Banks in North West Bank -Palestine

Iriqat, Raed A. M.; Khalaf, Dana M. S.

doi:10.5430/ijba.v8n7p25

Cited by 13 publications

(21 citation statements)

References 19 publications

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“…Context involves the reasoning for conducting a particular action. The story refers to the impact held by the activity of leadership (Chua & Chua, 2017), while, the six e's in E-leadership model emphasizes envision, engage, energize, empower, execute, and elastic (Blau & Presser, 2013;Iriqat & Khalaf, 2017). Envision/ vision involves the development of a goal, which is both powerful and compelling.…”

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

“…Therefore, envision is important because it provides a goal for the team, as well as for the leader. As a result, it is increasingly possible for the leader to lead the team in the accomplishment of the goal and micro goals if needed (Formisano, Fedele, & Antonucci, 2015;Noor, 2013;Sansone & Formisano, 2016;Iriqat & Khalaf, 2017;Ivanova & Arenas, 2014;J. Jameson, 2013;Menichetti, 2017) in (Desveaux, 2015) determined the envision as e-leadership dimension.…”

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

“…This could involve steps towards a major goal or innovation of a new process that is more effective in relation to the capabilities of the team. (Hüsing et al, 2013;Niyazmand & Feizi, 2016;Ochara, 2013;Iriqat & Khalaf, 2017;Carreño, 2014;J. Jameson, 2014;Mishra, Henriksen, Boltz, & Richardson, 2016;Suliman, Klaber, & Warren, 2013) used the engage as an e-leadership dimension.…”

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

“…Thus, energize involves making the goal worthwhile for the team. (Cherian & Farouq, 2013;Halbach & Gong, 2013;Richter & Wagner, 2014;Iriqat & Khalaf, 2017;Brown, Czerniewicz, Mayisela, & Huang, 2016;J. Jameson, 2015;Sinclair, 2014;Remus, 2016) determined the energize as an e-leadership dimension.…”

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

“…Empower also allows the team to be able to assist others, such as customers, through innovative solutions to problems. (Chatterjee & Kulakli, 2015;Javed et al, 2014;Kesič & Shah, 2017 ;Iriqat & Khalaf, 2017;Bowen et al, 2013;Ekren et al, 2017;Kong, Chan et al, 2014;Keijser et al, 2016) determined the empower as e-leadership dimension. Execute refers to taking action to meet the goal, as well as evaluating the results.…”

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

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Does Building Trust Enhance the Effect of E-Leadership on the Organizational Commitment? Empirical Evidence from Islamic Banks in Palestine

Iriqat¹,

Khalaf²

2018

MAS

Self Cite

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This study aims to investigate the enhancing role of building trust in the effect of e-leadership on an organizational commitment to the virtual teams in Islamic banks in Palestine. Furthermore, the article has found that: (1) Eleadership is significantly related to building trust and organizational commitment of the virtual teams in Islamic Banks in Palestine. (2) The three dimensions of e-leadership (engage, execute, and elastic) significantly predicted organizational commitment (3) building trust is significantly enhancing the effect of E-leadership on the organizational commitment in Islamic Banks in Palestine. Based on the results, the scholars recommend that banks should develop the banking procedures to be more elastic and more suitable for banking services to facilitate bank transactions.

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Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

Section: The Dimensions Of E-leadershipmentioning

confidence: 99%

See 3 more Smart Citations

Does Building Trust Enhance the Effect of E-Leadership on the Organizational Commitment? Empirical Evidence from Islamic Banks in Palestine

Iriqat¹,

Khalaf²

2018

MAS

Self Cite

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Revisión sistemática de estudios empíricos en el liderazgo electrónico

Carranza

Bustamante²,

Peíró³

2022

Univ Psychol

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El objetivo de la presente investigación es realizar una revisión sistemática de los estudios empíricos organizacionales cuya temática central fuera el liderazgo electrónico. Para esto, la revisión siguió los lineamientos y recomendaciones de PROSPERO. Las bases de datos consultadas fueron Scopus, Dimensions, Science Direct, Ebsco Host, Web of Science y Proquest. En total, se revisaron 21 estudios empíricos, en español y en inglés, publicados entre los años 2012 al 2021, que cumplían con los criterios de selección. La mayoría de los estudios sugieren que se realicen investigaciones empíricas en diferentes países y en organizaciones en sectores económicos variados; además el liderazgo electrónico es una opción para aquellos que requieren contar con talentos que por su ubicación geográfica están dispersos y afianzar alianzas inter-organizativas fomentando la creación de equipos virtuales y alcanzar un mayor desempeño laboral y por consiguiente de la organización. Al final se discuten sus implicaciones y limitaciones.

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Effectiveness of E-Training, E-Leadership, and Work Life Balance on Employee Performance during COVID-19

Mpody¹,

Solikhah²,

Fidhyallah³

et al. 2020

JAFEB

100

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This study aims to add insight into the effectiveness of e-training, e-leadership, work-life balance, and work motivation on millennial generation employees' performance in today's work life amid the outbreak of the COVID-19 pandemic that requires to work more online. Unlike previous generations, millennials are technology-literate, intent on succeeding quickly, give up easily, and seek instantaneous gratification. The population in this study are millennial generation employees at one of Honda motorcycle dealers in Jakarta, Indonesia. The number of samples collected was 200. The sampling technique used is the side probability method, with proportional random sampling technique. The research method used is an associative quantitative approach through survey methods and Structural Equation Modeling. Data were collected through questionnaires distributed to millennial generation employees, with results then processed through the Lisrel 8.5 program. The results of this study show, first, that e-training, e-leadership, and work-life balance have positive effect on work motivation. Second, e-training, e-leadership, work-life balance, and work motivation have positive effect on employees' performance. The findings indicate that companies must pay attention to the factors of e-training, e-leadership, and work-life balance to keep employees motivated and to maintain optimal employee performance, especially during the COVID-19 pandemic through working online.

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Using E-Leadership as a Strategic Tool in Enhancing Organizational Commitment of Virtual Teams in Foreign Commercial Banks in North West Bank -Palestine

Cited by 13 publications

References 19 publications

Does Building Trust Enhance the Effect of E-Leadership on the Organizational Commitment? Empirical Evidence from Islamic Banks in Palestine

Does Building Trust Enhance the Effect of E-Leadership on the Organizational Commitment? Empirical Evidence from Islamic Banks in Palestine

Revisión sistemática de estudios empíricos en el liderazgo electrónico

Effectiveness of E-Training, E-Leadership, and Work Life Balance on Employee Performance during COVID-19

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