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Using Multivariate Statistics

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Multivariate Data Analysis With Readings

Research in Organizations: Foundations and Methods of Inquiry Editied by: Richard A. Swanson and Elwood F. Holton III Berrett-Kohler Publishers, Inc. (2005) 459 pages, Softcover, $32.97 Reviewed by: Donovan A. McFarlane City College-Fort Lauderdale Organizations of the 21st century must be viewed as learning organizations since they must constantly learn from and adapt swiftly to the changes and uncertainties in the global business environment. This process of learning and adaptation amidst change and uncertainty demands a wide knowledge base and accurate information and technological know-how in an environment where failure and success alternate with simultaneous accords. The challenges facing 21st century organizations are therefore overwhelming, and thus, the need for novel and cutting-edge research becomes quite evident. Editors Swanson and Holton completely understand the exigencies for organizational research and the need for a text that bridges the gap between the practical and theoretical when it comes to organizational research as a branch of managerial science, and a lucrative pursuit in which contemporary organizations seeking innovation and leadership will turn to. Swanson and Holton have presented readers with an excellent book whose major purpose is to "advance research in organizations." According to the editors, "research in organizations provides a milieu of challenges and opportunities that are unique" and this is concordant with the trend towards greater competitive challenges and issues in the macroenvironment of 21st century businesses. Swanson and Holton present organizational leaders, managers, scholars, and researchers with a variety of methods of research and inquiry that are effective in advancing organizational research goals. The knowledge presented is based upon two major assumptions: (i) conducting research in organizations involves adapting traditional research methods and modifying them for organizational congruence, and (ii) organizational researchers must effectively be equipped with, and utilize a variety of qualitative and quantitative methods to maximize success in the research process. This theoretical, scholarly, and practical book aims to "help beginning and expanding scholars learn about research in organizations" and presents a body of knowledge uniquely tailored to match this purpose. Part One of the text makes a powerful and compelling case as it examines the Challenge of Research in Organizations and the Process of Framing Research in Organizations. Here, Swanson lays an interesting and academically infallible foundation for the text as he provides us with unique definitions of research and the research process in today's organizations. Even more profound is the rationale for conducting organizational research, its challenges, and general strategies. An interesting depiction is the Theory-Research-Development-Cycle which allows progressive refinement of ideas to evolve into practices and concepts within organizational settings. In the process of framing research in organizations, Swanson teaches us how to identify important research problems through mental models, literature and experience, and processes and outcomes. In the first two chapters the reader is presented with a short, yet comprehensive and sound knowledge of research methodology, practices and theories that can be effectively utilized in organizations. …

Research in Organizations: Foundations and Methods of Inquiry

Thriving at work refers to a positive psychological state characterized by a joint senseof vitality and learning. On the basis of Spreitzer and colleagues' model, we present acomprehensive meta‐analysis of antecedents and outcomes of thriving at work(K= 73 independent samples,N= 21,739 employees). Results showed that thrivingat work is associated with individual characteristics, such as psychological capital(rc= .47), proactive personality (rc= .58), positive affect (rc= .52), and work engage-ment (rc= .64). Positive associations were also found between thriving at work andrelational characteristics, including supportive coworker behavior (rc= .42), support-ive leadership behavior (rc= .44), and perceived organizational support (rc= .63).Moreover, thriving at work is related to important employee outcomes, includinghealth‐related outcomes such as burnout (rc=−.53), attitudinal outcomes such ascommitment (rc= .65), and performance‐related outcomes such as task performance(rc= .35). The results of relative weights analyses suggest that thriving exhibits small,albeit incremental predictive validity above and beyond positive affect and workengagement, for task performance, job satisfaction, subjective health, and burnout.Overall, the findings of this meta‐analysis support Spreitzer and colleagues' modeland underscore the importance of thriving in the work contex

https://onlinelibrary.wiley.com/doi/pdf/10.1002/job.2375

Thriving at Work: A Meta-Analysis

The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees’ turnover intention; this was mediated partially through work-family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work-family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work-family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees’ work-family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.

https://www.mdpi.com/2071-1050/12/5/1857/pdf

The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

Coaching is turning into a vital area for human resource development experts. Human resource development professionals, researchers, training related experts and organizational psychologists have started to explore intensively the nature of managerial coaching and its outcomes. Managerial coaching has become a very popular human resource development and organizational development tool to improve various employees’ attitudes and behavior at workplace. The managerial coaching lacks empirical evidence regarding its effectiveness. This study aims to examine the direct influence of managerial coaching on employee job performance as well as indirect influence through mediating effect of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. The data were collected from a publicsector organization of Pakistan. The self-administered questionnaires were used to collect data from 183 respondents. The Partial Least Square Structural Equation Modeling (PLS-SEM) analysis showed that managerial coaching directly influences employee job performance. The path analysis also revealed that managerial coaching indirectly effects job performance through work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. This study adds value to limited literature on Impact of Managerial Coaching on Employee Job Performance 254 managerial coaching, leader-member-exchange quality, work engagement, and job performance. Additionally, leader-member-exchange quality and work engagement have not previously been examined as mediators. The implications for research, theory, and practice are also discussed.

https://www.econstor.eu/bitstream/10419/188345/1/pjcss424.pdf

Examining the impact of managerial coaching on employee job performance: Mediating role of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions

To fill the research gap of scarce literature and effectiveness of managerial coaching, this study attempts to examine the influence of managerial coaching on employee organization citizenship behavior through the mediating effect of thriving at work and moderating effect of perception of organizational politics between managerial coaching and thriving at work. Data was collected from the employees working in the pharmaceutical sector in Lahore, Pakistan. By using structural equation modeling (SEM) analysis technique with 361 workers’ sample, results indicate that managerial coaching is positively correlated with thriving at work, OCB-I and OCB-O and thriving at work mediate the relationship of managerial coaching and organizational citizenship behavior. The results also exhibit that the relationship between managerial coaching and thriving at work is moderated by the perception of organizational politics. Furthermore, the practical implications of this study are further discussed.

/pdf/impact-of-managerial-coaching-on-organizational-citizenship-37xp1pwe4s.pdf

Impact of Managerial Coaching on Organizational Citizenship Behavior: The Mediation and Moderation Model

The adoption of mobile payment (m-payment) and mobile banking (m-banking) is low in several countries, despite its associated benefits. The present study examines the impact of Pakistani consumers’ financial skills and digital literacy on their intention to adopt m-payment/m-banking using the Technology Acceptance Model (TAM). The data were collected from 454 individual smartphone users residing in Punjab province via an online and offline questionnaire survey. Structural equation modeling was used to analyze the consumers’ data. The results endorse that (1) their financial skills have no association with intention to adopt but through perceived usefulness; (2) their digital literacy bridges a strong association with intention and through perceived ease of use. Furthermore, this study discusses the theoretical and practical implications of the findings, as well as limitations and future directions.

/pdf/consumers-intention-to-adopt-m-payment-m-banking-the-role-of-399ihwa9.pdf

Consumers’ Intention to Adopt m-payment/m-banking: The Role of Their Financial Skills and Digital Literacy

A thorough probe into managerial coaching effectiveness is rare in the literature. To fill this research gap, this study examines the relationship of managerial coaching and employees’ performance more profoundly. This research probes the direct relationship of managerial coaching with task performance and contextual performance, and indirect relationship through intervening role of thriving at work. The self-designed questionnaires were used to collect data from 280 employees of pharmaceutical sector of Pakistan. The hierarchical regression analysis reveals that managerial coaching directly influences job performance, and indirectly influences job performance, organizational citizenship behavior toward individual and organization (OCBI-OCBO) as well via mediating role of thriving at work. The Sobel tests also confirms and shows the significance of mediating role of thriving at work in the conceptual model. This research provides empirical evidence regarding usefulness of managerial coaching grounded on social exchange theory in the context of Pakistan. The contribution of study, future directions and limitations are also discussed.

https://www.econstor.eu/bitstream/10419/188317/1/pjcss395.pdf

Impact of managerial coaching on employee performance and organizational citizenship behavior: Intervening role of thriving at work

/pdf/examining-the-influence-of-workplace-bullying-on-job-burnout-y0f0b79dy2.pdf

Examining the Influence of Workplace Bullying on Job Burnout: Mediating Effect of Psychological Capital and Psychological Contract Violation

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