Muhammet Sait Dinc

This study examines the mediating role of managerial coaching in the relationship between ethical leadership and subordinates’ organizational commitment. Although ethical leadership is known to enhance organizational commitment, we propose that managerial coaching is a key mechanism through which this influence occurs. The model was tested using survey data from 254 employees across private and public organizations in Kuwait. After establishing construct reliability and validity, structural equation modeling (SEM) was used to assess the hypotheses. Results show that managerial coaching fully mediates the effect of ethical leadership on organizational commitment. Among control variables, education positively predicted commitment, whereas holding a managerial position showed a weak negative effect. The findings highlight managerial coaching as a critical pathway through which ethical leadership fosters employees’ organizational commitment.

The performance of faculties has become vital in higher education institutions. The previous studies have recommended that perceptions of organizational support by faculty members, particularly during the COVID-19 pandemic are related to affective commitment and emotional exhaustion, which in turn enhances and reduces their organizational citizenship behaviors respectively. This study proposes that perceived organizational support has an influence upon organizational citizenship behaviors, through affective commitment and emotional exhaustion. It also proposes that affective commitment mediates the relationship between emotional exhaustion and organizational citizenship behaviors. Using the survey method, a total of 174 responses were collected from faculty members working in both public and private universities in six Middle Eastern countries. A Partial Least Square - based Structural Modeling approach was constructed with which to test the reliability and validity of both the measurement and the structural model. The findings of the study show that affective commitment mediates the relationships between perceived organizational support, altruism and compliance behaviors, whereas it mediates the relationships between emotional exhaustion and the three organizational citizenship behaviors. However, the study results did not support a mediating role of emotional exhaustion between perceived organizational support and organizational citizenship behaviors.

Purpose: This paper examines the link between culture, institutional quality and real earnings management and accrual earnings management by combing the study by Hofstede (2001) and Enomoto et al. (2015). The paper tries to test the effect of culture on institutional quality and both real earnings management (REM) and accrual earnings management (AEM).Design/methodology/approach: The sample of the research paper includes 38 countries. Hofstede cultural dimensions are used to measure cultural values. Public governance indicators published by the World Bank are used as a proxy for measuring the institutional quality. Earning management scores constructed by Enomoto et al. (2015, p. 191) are used for measuring real earnings management (REM) and accrual earnings management (AEM). Partial Least Square (PLS) based Structural Equation Modelling (SEM) is used to test the relationship between culture, institutional quality and earnings management.Findings: The results support the relationship between culture and institutional quality. Also, the results reveal a significant relationship between culture and accrual earnings management, but an insignificant relationship between culture and real earnings management. In addition to that, another important finding is that institutional quality has a significant impact on real earnings management, but has no significant effect on accrual earnings management.Practical implications: The results suggest that standard setters need to consider the quality of institutions to improve the quality of financial reports. Also, it highlights the role of both formal and informal cultures in shaping financial reports.Originality/value: For the best of our knowledge, this the first time to test the link between culture and institutional quality and comparing the impact on both real earnings management and accrual earnings management.

This study aims to investigate the relationships between the planned behavior, burnout, overall job satisfaction, and organizational citizenship behavior of nurses in three public hospitals in Iraq. The methodology included descriptive statistics, PLS-based-SEM, and mediation analysis. An assessment of data collected from a survey based on an interview with 428 nurses participating showed that the attitude of the nurses toward their behavior significantly positively affected their burnout and overall job satisfaction, while their subjective norm and perceived behavioral control significantly positively influenced burnout. The burnout experienced by the nurses significantly negatively impacted their citizenship behavior, while overall; their job satisfaction significantly positively affected their citizenship behavior. Though the nurses’ burnout partially mediated the relationships between their planned behavior and citizenship behavior, their overall job satisfaction partially mediated the association between their subjective norm/perceived behavioral control and citizenship behavior.

Organizational climate, that is, the atmosphere surrounding an organization, unites features with individual, organizational, and environmental characteristics that affect the behaviors of individuals within the organization. Burnout is accepted as a syndrome that often occurs in people who work together with others. Faculty members in universities are potential burnout candidates due to their relationships with many students, employees, and administrators. To reduce burnout of the faculty members, it is crucial to maintain a healthy organizational climate. It is also projected that discrepancies in organizational climate can manifest differently between public and private universities. So, the purpose of this study is to examine the effect of organizational climate on the burnout of faculty members at both state and private universities. By using the survey method, 984 responses were collected from faculty members. A covariance-based structural equation modeling was constructed to test the reliability and validity of both the measurement and the structural model. The results of the study supported the hypotheses mostly and indicated that all dimensions of organizational climate negatively influenced faculty members’ emotional exhaustion. While the balanced workload, clarity of task, cohesion, and the ethical dimensions within the organizational climate produced a negative effect on the depersonalization of faculty members, the lack of clarity of task and ethical dimensions contributed negatively to the diminished personal accomplishment. In addition, the study demonstrated that state university faculty members having cohesion dimension of organizational climate were less likely to be exhausted emotionally, whereas cohesion among private university faculty members negatively influenced the depersonalization. Theoretical and practical implications regarding organizational climate dimensions and burnout levels of faculty members were discussed.

Scholars and managers have been discussing and investigating assets that could offer superior performance for decades, and they found that human resources are the most important asset that enables organizations to improve their organizational performance. This study focuses on rewarding systems in universities as one of the human resource management practices, and its effects on universities’ organizational performance. Furthermore, it provides a research model which examines the direct and indirect effects of reward types on organizational performance, where affective commitment is used as a mediator between rewards and organizational performance. This study provides empirical evidence for affective commitment mediating the link between rewards and organizational performance in a sample of 825 academics and administrative staff at universities from Central and Eastern European countries. Exploratory and Confirmatory factor analyses were performed to assess the reliability of scales, whereas structural equation modelling was utilized to evaluate the proposed research hypotheses. Our results showed that affective commitment mediates the link between some rewards and organizational performance. Research results indicate the significance of extrinsic and intrinsic rewards to improve affective commitment and organizational performance in universities. Moreover, this research also contributes to the knowledge of the antecedents of affective commitment and organizational performance.

The purpose of this study is to examine the impact of the organisational commitment components agreed to by accountants with regard to their job burnout dimensions. Using the survey method, 177 responses were collected from accountants in Turkey. A partial least squares structural equation model was constructed to test both the reliability and validity of the measurement as well as the structural model. The results showed that while continuance commitment is an important predictor of emotional exhaustion and depersonalisation, the dimensions of burnout, affective and normative commitment, are negatively associated with depersonalisation and emotional exhaustion types of burnout, respectively.

Burnout is a real problem with serious consequences for the health. Employees who work in stressful professions are more likely to suffer from burnout. The school principalship is one of these high-stress professions. It is characterised by overwhelming responsibilities, information confusion, and emotional anxiety. The purpose of this study is to examine common work-related stressors encountered by principals in Flemish schools of Belgium and assess their relative weight in terms of predicting school principal burnout. Using the survey method, 545 responses were collected from school principals of both primary and secondary schools. A structural equation modelling (SEM) was constructed to test both the reliability and validity of the measurement as well as the structural model. The study findings showed that role conflict, role ambiguity, and workload, along with some personal factors such as age and gender have significant and positive influences on burnout of principals.

This study examines the effect of organizational commitment components on job performance through job satisfaction at private and public hospitals in Bosnia and Herzegovina. The study proposes that affective, normative, and continuance commitments have an influence on job performance through job satisfaction. Using the survey method, 274 responses were collected from nurses. A partial least squares structural equation model was constructed to test the reliability and validity of the measurement and the structural model. The study results showed that affective and normative commitments are found to influence job satisfaction, whereas job satisfaction has a strong effect on job performance. However, job satisfaction is found to mediate the relationship between affective commitment, normative commitment as well as continuance commitment and job performance. The study does not find support for the continuance commitment and job satisfaction relationship or the relationship between affective and normative commitment and job performance.