Organizational Culture,Competitive Strategy,and Performance in Ghana

The influence of competitive strategy on the organizational culture and performance relationship in Ghana is examined in this study using structural equation modeling. Results suggest evidence of both direct and indirect effects of organizational culture on firm performance. Firms with a predominantly clan or market culture were more likely to be directly associated with performance, whereas firms with adhocracy or hierarchy cultures were more likely to be indirectly associated with performance, depending on their alignment with a differentiation strategy or cost leadership strategy. However, only the link with differentiation strategy resulted in market performance. Managerial and theoretical implications are discussed.     

Inter‐Organizational Learning in Supply Chains: A Focus on Logistics Service Providers and Their Customers

The learning process between supply chain entities is explored from the perspective of senior third‐party executives. Through grounded theory, a theoretical framework emerged that extends our understanding of learning within a supply chain by identifying the major constructs and learning stages comprising the basic social process of inter‐organizational learning. This framework provides significant insights into the complex process employed in a supply chain to share, disseminate, and store information; co‐create knowledge; and to derive a competitive advantage.     

Servant leadership,organisational trust,and bank employee outcomes

Using servant leadership and social exchange theories as the theoretical frameworks, our study proposes and tests a research model that investigates trust in organisation (TIO) as a mediator of the impact of servant leadership on three critical outcomes. These outcomes are intention to be late for work (ILW), creative performance, and service recovery performance. Data obtained from frontline bank employees in three waves at one-week apart and their managers in Saint Petersburg in Russia were used to test the aforementioned relationships. The results demonstrate that TIO is an immediate outcome of servant leadership. TIO gives rise to lower ILW and higher creative and service recovery performances. The aforesaid findings reveal that servant leadership mitigates ILW and boosts both creative and service recovery performances only through TIO. Implications for theory and practice are discussed in our paper.     

变革型领导对企业员工组织信任影响的实证研究

文章以湖南省十家大中型企业251名员工为研究对象,构建了一个包括变革型领导、组织公平、组织政治知觉和组织信任在内的概念模型,运用结构方程建模方法,探讨变革型领导对员工组织信任的影响机制。研究结果表明,变革型领导不仅对员工组织信任具有直接显著的正面影响,而且还通过组织公平、组织政治知觉对员工组织信任产生间接的显著影响,组织公平和组织政治知觉是变革型领导影响企业员工组织信任的中介变量。文章的研究结论对我国企业的人力资源管理具有直接的现实意义。     

A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts

A new research area linked to ethics, virtues, and morality is servant leadership. Scholars are currently seeking publication outlets as critics debate whether this new leadership theory is significantly distinct, viable, and valuable for organizational success. The aim of this study was to identify empirical studies that explored servant leadership theory by engaging a sample population in order to assess and synthesize the mechanisms, outcomes, and impacts of servant leadership. Thus, we sought to provide an evidence-informed answer to how does servant leadership work, and how can we apply it? We conducted a systematic literature review (SLR), a methodology adopted from the medical sciences to synthesize research in a systematic, transparent, and reproducible manner. A disciplined screening process resulted in a final sample population of 39 appropriate studies. The synthesis of these empirical studies revealed: (a) there is no consensus on the definition of servant leadership; (b) servant leadership theory is being investigated across a variety of contexts, cultures, and themes; (c) researchers are using multiple measures to explore servant leadership; and (d) servant leadership is a viable leadership theory that helps organizations and improves the well-being of followers. This study contributes to the development of servant leadership theory and practice. In addition, this study contributes to the methodology for conducting SLRs in the field of management, highlighting an effective method for mapping out thematically, and viewing holistically, new research topics. We conclude by offering suggestions for future research.     

Supply Chain Performance Based on the Lean–Agile Operations and Supplier–Firm Partnership: An Empirical Study on the Garment Industry in Indonesia

The purpose of this study is to explore how lean–agile operations and supplier–firm partnership can improve garment small and medium enterprise (SME) supply chain performance. This study is based on cross‐sectional survey research that provides longitudinal evidence to show how lean–agile operations and partnership strategy influence supply chain and garment SME performance. To clarify the relationships among these constructs, structural equation model (SEM) is conducted to examine the model fit and the five hypotheses. The result shows that agile supply chain and partnership strategy are critical for garment SMEs because these strategies influence their supply chain performance. However, the leanness strategy does not necessarily influence their supply chain performance. The supply chain performance and partnership strategy have a positive influence on the SME performance.     

Impact of Transformational and Servant Leadership on Organizational Performance: A Comparative Analysis

The purpose of this study is to examine the impact of two comparative leadership styles on organizational performance outcomes. The leadership styles undertaken is transformational and servant leadership. A sample of 155 participants is taken from profit-oriented service sector of Pakistan. Data through survey gathered on a five point likert scale from organizations. AMOS and SPSS are used for statistical analysis. The result shows that, transformational leadership has more impact on organizational learning than servant leadership. Furthermore organizational learning enhances organizational performance. Managers and leaders of corporate sector can get benefited from this study. Their main objective is to maximize the profitability of organization thus, they can choose leadership style which polishes their abilities and helps them to achieve profit maximization.     

A New Scale to Measure Executive Servant Leadership: Development,Analysis, and Implications for Research

This article introduces a new scale to measure executive servant leadership, situating the need for this scale within the context of ethical leadership and its impacts on followers, organizations and the greater society. The literature on servant leadership is reviewed and servant leadership is compared to other concepts that share dimensions of ethical leadership (e.g., transformational, authentic, and spiritual leadership). Next, the Executive Servant Leadership Scale (ESLS) is introduced, and its contributions and limitations discussed. We conclude with an agenda for future research, describing ways the measure can be used to test hypotheses about organizational moral climate, ethical organizational culture, corporate responsibility, and institutional theory.     

Servant Leadership,Proactive Work Behavior,and Performance Overall Rating: Testing a Multilevel Model of Moderated Mediation

ABSTRACT

Purpose: The goal of this paper is to investigate whether salesperson proactive behavior mediates the relationship between sales manager servant leadership and salesperson overall performance rating by the sales manager. Moreover, it examines whether salesperson customer orientation and political skill moderate the sales manager servant leadership ? salesperson proactive behavior ─ salesperson overall performance. Design/methodology/approach: Empirical analysis is based on dyadic data from 181 industrial salespeople and their sales managers in a range of different industries (including both manufacturing and service industries). To analyze the multilevel moderated mediation process, this investigation uses Multilevel Structural Equation Modeling (MSEM). Findings: Sales manager servant leadership was positively related to salespeople overall performance rating through their proactive behavior except when their customer orientation was low. Moreover, this relationship between sales manager servant leadership and overall performance rating through proactive work behavior was stronger the greater the salespeople consumer orientation and political skill. Research implications: The study suggests that sales manager servant leadership is indirectly related to salesperson overall performance rating through salesperson proactive behavior. The findings also support subsequent research on salesperson values, skills, and behaviors as moderators in the servant leadership – proactive behavior – overall performance rating relationship. Understanding how these salesperson factors interact with sales management leadership to produce organizational outcomes (e.g., stress, engagement, organizational commitment) are questions that sales researchers may wish to pursue via further study. Practical implications: Sales managers should employ servant leadership to stimulate salespeople proactive work behavior. This study clearly indicates the salespeople need to adopt customer orientation and to have political skill. Hence, sales managers need to try to improve the customer orientation and the political skill of their salespeople through selection procedures or training programs. Originality/value: The relationship between sales manager servant leadership and salesperson overall performance through proactive work behavior has not been addressed and tested in the literature to date.     

How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX,Empowerment, and Proactive Personality

While the link between servant leadership and organizational citizenship behavior (OCB) has been established, the individual-level mechanisms underlying this relationship and its boundary conditions remain poorly understood. In this study, we investigate the salience of the mediating mechanisms of leader–member exchange (LMX) and psychological empowerment in explaining the process by which servant leaders elicit discretionary OCB among followers. We also examine the role of followers’ proactive personality in moderating the indirect effects of servant leadership on OCB through LMX and psychological empowerment. Analysis of survey data collected from 446 supervisor–subordinate dyads in a large Chinese state-owned enterprise suggests that while servant leadership is positively related to subordinate OCB through LMX, psychological empowerment does not explain any additional variance in OCB above that accounted for by LMX. Moderated mediation tests confirm the moderating effect of proactive personality through LMX. By providing a nuanced understanding of how and when servant leadership leads followers to go above and beyond their job role, our study assists organizations in deciding how to develop and utilize servant leaders in their organizations.     

组织二元性的前因与影响结果研究进展

发轫于西方发达国家大企业实践之中的组织二元性被视为企业竞争优势的新来源。文章在梳理组织二元性研究文献的基础上,整理出组织二元性的前因与影响结果的整体研究框架。对结构分离、情境设计、领导行为、企业网络等多种实现组织二元性机制进行分析。同时,关于现有研究对组织二元性与企业绩效的作用得到了正向、负向、不显著等三种不一致的结论,文章从两个方面对其成因做出解释。     

SUPPLY CHAIN STRATEGY FOR NASCENT FIRMS IN EMERGING TECHNOLOGY MARKETS

The extant literature provides sound guidance for applying appropriate supply chain strategies to address conventional market structures and supply chain objectives. However, our knowledge of the unique objectives, characteristics, and elements of supply chain development by nascent technology firms in new markets they have helped create is more limited. We outline the strategy for this “emergent” phase of a firm's development of their supply chain. This strategy emphasizes establishing market legitimacy and a basic structural foundation through a core of strong collaborative relationships. The strategy also maximizes organizational flexibility and iterative market intelligence gathering through continuous experimentation with potential markets and through potential partners. The strategy is contrasted with extant supply chain strategies and implications and directions for future research are offered.     

Organizational buying effectiveness in supply chain environment: A conceptual framework

The idea of effectiveness measurement in supply chain context stresses the importance of value development process for the forthcoming member of the chain. The main purpose of this paper is to develop a conceptual model of organizational buying effectiveness in the supply chain context, emphasizing the importance of marketing orientation in the purchasing process. Literature has revealed that there are many focal interaction points between relationship marketing, supply chain management, and organizational buying. The effectiveness framework was developed regarding the value perception, organizational buying involvement, and decentralization of decision making     

Moral attentiveness as a boundary condition: Servant leadership and the impact of supervisor affiliation on pro-group unethical behavior

Based on social exchange theory, this research aims to develop and test a model in which supervisor affiliation mediates the impact of servant leadership on employees’ pro-group unethical behavior a highly competitive intergroup environment. Using a sample of 239 employees from 39 groups in four foreign-owned engineering enterprises, we found that supervisor affiliation mediated the positive relationship between servant leadership and employees’ pro-group unethical behavior. Our results also revealed that employees’ moral attentiveness weakened the positive impact of supervisor affiliation on pro-group unethical behavior. The current study contributes to business ethics research by advancing our understanding of antecedents of pro-group unethical behavior as well as how servant leadership leads to employees’ unethical behaviors. Implications for theory, practice, and directions for future research are discussed.     

Organizational performance with a broader focus: The case for a stakeholder approach to leadership

In 2019, BlackRock CEO Larry Fink, Apple CEO Tim Cook, and the other 179 CEO members of the Business Roundtable argued that the purpose of a corporation must reflect not only the fiduciary interests of owners but also the varied interests of all stakeholders: employees, customers, partners, and broader society. This idea challenges a decades-old norm of shareholder primacy, so it is reasonable for organizational leaders to wonder whether doing so is truly in their firms’ best interests, and if so, how to implement this approach to leadership. To answer these questions, we draw on over 200 peer-reviewed articles covering leadership research to demonstrate how servant leadership, a stakeholder-focused approach to management, outperforms other leadership approaches across both shareholder and stakeholder criteria. We leverage case studies of organizational leaders from SAS, Zappos, Starbucks, and Jason’s Deli, financially successful organizations that exemplify how managers provide value and sustainability to stakeholders and shareholders through servant leadership. We also include practical steps managers can take to begin putting this form of leadership into practice.     

包容型领导如何影响员工挑战型组织公民行为？基于信任的多重中介效应模型研究

基于资源保存理论,文章采用配对追踪多来源问卷调查法探讨了员工认知信任、情感信任及其互动在包容型领导与挑战型组织公民行为关系中的中介作用及其效应。跨层次模型数据分析结果表明：包容型领导可以有效预测员工的挑战型组织公民行为;包容型领导可以直接通过情感信任间接影响员工的挑战型组织公民行为,情感信任在这个过程中起着完全中介作用;包容型领导行为还可以通过认知信任和情感信任间接影响员工的挑战型组织公民行为,即员工的认知信任要通过情感信任才能发挥影响员工挑战型组织公民行为的间接作用。     

Maximizing the Potential of Contemporary Workplace Monitoring: Techno‐Cultural Developments,Transactive Memory,and Management Planning

Nonintrusive data collection and analysis technologies are increasingly being used to monitor worker behavior in the global workplace. This essay explores the factors that can affect the extent to which management, work teams, and even individuals can benefit from real‐time data monitoring of worker productivity, coordination, and performance. Leveraging organizational information processing and transactive memory systems theories, I develop a theoretical framework for how access to real‐time data can impact team coordination activities and how the implementation of work monitoring technology and analytics might be best approached. Last, I present a set of future research opportunities that supply chain scholars should pursue to examine how the real‐time monitoring of work affects team performance.     

企业营销创新中真实型领导与创新绩效的关系研究

本文在相关文献研究与实际调研的基础上,建立了企业营销创新中包含真实型领导、组织氛围、隐性知识共享以及创新绩效之间相互关系的结构方程模型,并以246家企业为样本对其进行了实证检验。研究发现,企业营销创新中真实型领导对组织氛围和隐性知识共享有正向的显著影响,组织氛围对隐性知识共享有正向的显著影响,组织氛围和隐性知识共享对创新绩效有正向的显著影响,组织氛围及隐性知识共享在真实型领导和创新绩效之间发挥了完全的中介作用。这一结论进一步丰富了真实型领导理论,为企业真实型领导的实施提供了一种新思路。     

Four supply chain management systems: From supply chain strategies to human resource management

This article develops a conceptual model that supports and aligns supply chain strategies with organizational culture and leadership styles. We examine various supply chain theories and organizational behavior concepts to develop an integrated supply chain: the human factor model. Based on the underlying dimensions of environmental uncertainty and product complexity, we propose a 2x2 typology to identify four different supply chain systems that can be used by organization leaders to identify suitable supply chain strategies and compatible people management practices. We provide a useful and practical framework to analyze the alignment between the external environment and the internal organization of a supply chain system.     

包容型领导对员工创新行为的影响：基于组织和谐的中介作用及组织创新氛围的调节作用

员工创新行为是组织塑造竞争优势的重要环节。尽管已有研究表明领导风格能够对员工创新行为产生显著影响,但目前对于二者之间的作用机制和边界条件却知之甚少。文章基于国内新能源行业422名在职人员的有效调查问卷数据,构建并检验一个被调节的中介效应模型。实证研究结果表明：包容型领导对员工创新行为具有显著正向影响;组织和谐能够在包容型领导与员工创新行为关系中起中介作用;组织创新氛围在包容型领导和组织和谐之间起着正向的调节作用,组织创新氛围越强,包容型领导对组织和谐的影响程度随之增强。文章解释了包容型领导对员工创新行为的作用机理,不仅打开了二者之间的“黑箱”,也为员工在组织中如何有效增强创新行为提供了管理启示和对策建议。