Crafting Organizational Learning and Organizational Citizenship Behavior: An Empirical Study in Saudi context (Published)
Organizational learning is one of the most widely discussed topics that has attracted a lot of attention in academia and industry circles. The concepts of leadership, job involvement, organizational culture and organizational learning serve as a competitive edge in business entities. However, there is scarce information about the factors that impact organizational learning with the effect of ethical and participative leadership, job involvement, organizational culture, and sense of community responsibility, and the organizational citizenship behavior outcome. This paper seeks to study the effect of different factors that affect organizational learning and the impact it has on organizational citizenship behavior. To this end, a model that examines the effect of ethical and participative leadership, job involvement, organizational culture, and sense of community responsibility on organizational learning has been developed, with its affect on organizational citizenship behavior. The paper is an empirical research on organizational learning with relevance to scholars, managers and employees. Data were primarily drawn from 167 randomly selected respondents from organizational managers and employees of private companies in Saudi Arabia. The data collected was analyzed using SPSS version 28 and MPlus 8.7. To determine the most important indicators that influence organizational learning, we analyzed by the method of factor analysis and structural equation modeling. Findings show that participative and ethical leadership, job involvement and sense of community responsibility significantly impact organizational citizenship behavior through the mediating effect of organizational learning. Organizational learning affects organizational citizenship behavior. The research recommends that in order to study organizational learning, employees should have ethical and participatory leadership, be involved in jobs, inculcate an innovative and supportive culture, and instill a sense of community responsibility in employees for organizational learning, growth and development. Employees have to work creatively and innovatively, be engaged in the work tasks and have a sense of community responsibility in their jobs. The research suggests that an ethical and participatory leadership, employees’ job involvement, an innovation and support oriented organizational culture, and a sense of community responsibility, impact organizational learning
Keywords: Job Involvement, Leadership, Organizational Citizenship Behavior, Organizational Culture, Organizational Learning, sense of community responsibility
Quality of Work Life and Job Involvement: The Role of Empowerment (Published)
The present study was conducted with the aim of investigating the impact of quality of work life on job involvement within the Kuwaiti industrial environment. It also seeks to explore the impact of empowerment on this relationship. A total of 300 questionnaires were submitted to the Public Authority for Industry in Kuwait, of which 231 were completed. The results indicate that quality of work life has both direct and indirect impacts, mediated by empowerment, on job involvement. The findings suggest that firms should pay close attention to quality of work life to ensure a favourable environment within the organization for retaining employees. The study concludes by explaining the limitations involved and suggests future research directions to enhance the quality of the work life in Kuwaiti organizations.
Keywords: Empowerment, Job Involvement, Kuwait, quality of work life
Leader Mindfulness and Employee Work Attitudes in Public Agencies in Port Harcourt (Published)
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Keywords: Affective Commitment, Employee Work Attitudes, Job Involvement, Job Satisfaction, Leader Mindfulness, Metaphysics, Social Realities