International Journal of Professional Business Review

Ethical Leadership and Employee Creative Behaviour: A Case Study of a State-Owned Enterprise in South Africa

Eleck Shabani Masianoga — 2023-06-01

Purpose: The aim of this explanatory study was to critically understand how ethical leadership impacts employee creative behaviour as well as the creative behaviour dimensions, in a South African transport and logistics State Owned Enterprise.

Theoretical framework: Leaders set the tone which has a major effect on the organizational climate and the organizational approach and the moral facet of leadership is significant because of the leader’s impact on employees and organizational conduct. Thus, this study is underpinned by the style of leadership which is ethical, since the autocratic style is often seen as lacking ethical conduct.

Method: The quantitative method was chosen since a deductive approach was needed to interpret the data. The target population comprised middle and executive managers representing the leaders and low-level managers representing followers and referred to as the employees. Although a sample of 348 employees (followers) was generated using the Raosoft (2004) sample size calculator. The data from 160 respondents comprising managers and employees was collected using predeveloped questionnaires. and analysed through structural equation modelling and multiple regression techniques conducted with the Smart PLS statistical software. The reliability of the research instrument was measured using Cronbach tests, and composite reliability. Validity was also confirmed using lower-order and higher-order construct validity tests.

Results and conclusion: It was confirmed that ethical leadership has a significant positive influence on employee creative behaviour, as well as with each of the creative behaviour dimensions namely: idea exploration, idea generation, and idea championing.

Originality/value: The influence of ethical leadership on employee creative behaviour in South African SOEs is also not fully understood and large private corporates and government entities have been rocked by corporate governance scandals, resulting in the call for ethical leadership to save companies from collapse and astounding costs from a financial, social and human perspective. No research was conducted on the topic in South African state-owned enterprises and thus the new knowledge generated would contribute to improving leadership and making the enterprises more innovative and thus improve performance.

The Effect of Perceived Risk, Perception of Covid-19, Subjective Norm, Financial Condition And Attitude on Tourists’ Behavioural Intention During Pandemic: Case of Malaysian Tourists

Sheila Bannu Hisamuddin — 2023-06-01

Purpose: This study analyses the effect of perceived risk, perception of COVID-19, subjective norm, financial condition, and attitude on tourists’ behavioural intention during a pandemic by using the theory of planned behaviour as a model. In this study, independent variables are perceived risk, perception of COVID-19, financial condition, and attitude, while the behavioural intention is the dependent variable in the context of Malaysian tourists.

Design/methodology/approach: This study used the theory of planned behaviour (TPB) model as the explanatory power of tourists’ behavioural intention. A total of 450 questionnaires were distributed among Malaysian tourists travelling overseas. The data was distributed using the google form. To analyse the hypotheses, the researcher used the multiple regression linear to describe the effect of independent variables on the dependent variable.

Findings: The result of this study showed that attitude has the strongest level of significant effect on tourists’ behavioural intention. However, the perceived risk, perception of COVID-19, subjective norm, and financial condition don’t have a significant effect on tourists’ behavioural intention.

Practical implications: The findings of this study can be used by travel agents and government agents to attract more tourists. Moreover, for academics, it can support new knowledge as well as supporting theories.

Original/value: A significant contribution to the body of knowledge is achieved through testing and subsequent confirmation of the effects of tourists’ behavioural intention in the study model. The establishment of the aforementioned constructs adds value to TBP in explaining behavioural intention toward travelling overseas during the COVID-19 pandemic.

The Impact of Talent Recognition on the Intention to Stay in Work Context: Empirical Overview

H. Shayrine — 2023-06-02

Purpose of the Study: The aim of the paper attempts to contribute to an overview of the methods and strategies adopted by organizations to maintain a talented and engaged workforce globally.

Theoretical framework: The study is based on a review of the literature, which is described in the article. Use all methods to retain personnel. Talent Development must be researched whether it enhances Job Satisfaction, Employee Engagement, and Empowerment, which increases Intention to Stay.

Design/methodology/approach: The researchers apply the convenience sampling technique to acquire primary data from employees utilizing a questionnaire as a research instrument. Data analysis is used in this study through the help of (the PLS) technique (SEMs). A five-component scale with a some-object measurement model has been verified inside the study

Findings: Our findings demonstrate there is a favorable strong connection. in the effect of appreciation on retention in the job role between employers and employees. Theoretical and managerial implications are discussed in the mild of the findings

Research, Practical & Social implications: Today, almost every organization is driven by technology, but human resources are needed to do work through technology. It is the challenge of an HR manager to keep working for a long time in an organization in a dynamic environment.

Originality/value: The value of the study reveals that, fulfilment is regularly tied to its capability to attract, retain, and recognize talented and effective employees.