What followers are saying about transformational leaders fostering employee innovation via organisational learning,knowledge sharing and social media use in public organisations?

This study uses diffusion of innovation theory to determine the relationship between transformational leadership and employee innovation via the mediation of organisational learning and knowledge sharing, as well as to examine the moderating role of social media use. A total of 375 employees and supervisors were recruited via random sampling from 89 municipal committees (one of the tiers of local government organisations) in Pakistan. Results indicate that transformational leadership has a positive impact on organisational learning and knowledge sharing. Similarly, organisational learning and knowledge sharing have a significant impact on employee innovation. Likewise, transformational leadership indirectly influenced employee innovation via organisational learning and knowledge sharing. Surprisingly, the moderating influence of social media use on the relationship between organisational learning and employee innovation proved insignificant. However, social media use had a significant effect on the relationship between knowledge sharing and employee innovation. This study provides informative insights by demonstrating that public sector leaders undertaking the transformational role and encouraging followers to use organisational learning, knowledge sharing and social media can help facilitate employee innovation in the public sector.     

Perceptions of Transformational Leadership in Academic Libraries

ABSTRACT

Transformational leadership is highly correlated with effective organizations and successful change, yet few studies of this leadership style exist in the library literature. This study examined perceptions of transformational traits in academic library leaders. The study asked academic librarians at 4 year institutions to rate their library's leadership using the Multifactor Leadership Questionnaire. While the librarians perceived their library leaders to be more transformational than transactional, the mean score for transformational leadership was middling, as were the scores for each of the transformational components. This could indicate a lack of change readiness in these libraries.     

An integrated model of workload,autonomy, burnout,job satisfaction,and turnover intention among Taiwanese reporters

This study examines the relationships among workload, news autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Results of a survey of 1,099 reporters indicate that workload and news autonomy were significantly associated with burnout. In addition, burnout was found to be negatively related to job satisfaction, which in turn had a significant effect on turnover intention. The results not only highlight the important role of workload and news autonomy in predicting burnout, but also extend previous research on journalist burnout by showing that job satisfaction acts as a mediator in the relationship between burnout and turnover intention.     

馆员感知的高校图书馆馆长领导风格实证研究

高校图书馆馆长对图书馆的建设、馆员的发展有着举足轻重的作用。采用Bass的多元因素领导量表（MLQ）,对不同地区、不同类型近200所高校的500名馆员进行问卷调查,以探讨影响高校图书馆馆长领导风格的因素。运用SPSS17.0对问卷数据进行独立样本T检验、方差分析等,得出结论：馆员感知的高校图书馆馆长领导风格其变革型领导行为高于交易型领导行为。馆员感知的在领导性别、年龄、学校类型、学校地域等方面图书馆馆长领导风格不存在显著差异;而在学历、任职年限上领导风格存在显著差异。     

Academic Library Leadership in South West Nigeria and Recession: An Exploratory Study

ABSTRACT

Academic libraries in developing countries are underfunded and require transformational leadership to manage the resultant changes and ensure organizational effectiveness. This study attempts to identify the prevalent leadership styles in academic libraries in South West Nigeria using the Multifactor Leadership Questionnaire. The study reflected that the library managers portrayed mostly a mix of transformational and transactional leadership styles. The library budget, equipment, and acquisition were most affected by recession. The library leaders preferred a mixture of investment and retrenchment (cost controlling) strategies to cope with recession. Leadership assessment using transformational model for coaching and recruitment is recommended for libraries.     

Testing a communication network model of employee turnover based on centrality

This study tested Feeley and Barnett's (1997) Erosion Model (EM) of employee turnover which predicts that individuals who are more central in their communication network will be more likely to remain at their position (or less likely to turnover). Seventy employees from three different organizations were surveyed about their attitudes toward their jobs and were also asked to indicate (by checklist) which employees they spoke to regularly at work. Turnover data were obtained at 3 and 6 months time after the surveys were completed. Results generally supported the Erosion Model of employee turnover. Those employees with high Degree or number of links in the network were less likely to turnover. Employees who required fewer links to communicate to all others in the network (i.e., Closeness) were also less likely to turnover but this relationship only approached statistical significance (p = .06). Betweenness, defined as the frequency with which a person falls between pairs of other positions in a network, was also significantly related to employee turnover. It was also predicted, based on Feeley and Bamett's EM, that the relationship between network position and turnover would be mediated by an employee's level of commitment to the organization and his or her intentions to leave work. Closeness significantly predicted commitment while Betweenness and Degree were unrelated to commitment levels. Organizational commitment was negatively related to intentions to leave work and, unexpectedly, commitment levels were positively related to employee turnover. The results were discussed and the applications of this research for management practitioners were considered.     

Leadership Styles in the Top Greek Media Companies: Leading People with a Mixed Style

Media companies are different from manufactures and other commercial organizations. They have both measurable economic goals and nonmeasurable social responsibilities. Leading these companies is a difficult task. The main issue is that an appropriate leadership style for media people must balance business and political goals. In this study, semi-structured interviews were used to collect data about Greek media leaders. The research explores and identifies the leadership style of CEOs heading the top media companies in Greece. These findings indicate that media leaders use a mixed leadership style involving both transformational and transactional styles in order to anticipate the peculiar external and internal media environment.     

Exploring the role of a government authority in managing transformation in service re-engineering – Experiences from Dubai police

E-Government adoption and implementation has gained noticeable momentum across many developed and developing economies. Nevertheless, transitioning from the “electronic” to the stage of “transformational” domain – coined as t-Government – is posing the greatest challenge of how government services respond to changes in the broader economy and society. Despite considerable investments and the wide use of Information and Communications Technology (ICT), research literature on e-Government suggests that government services have yet to reach the full potential of seamless integration, where all transactions are completed electronically. Through a detailed analysis of the extant e-Government literature and a case study based empirical research, this paper explores the domain of e-Government in identifying the possible reasons for this potential shortfall in achieving full integration. Furthermore, the paper intends to highlight an aspect of complexity surrounding crossing the integration gap as the authors denote by “eChasm” in the e-Government conceptual model that leads to transformation. In addition, it focuses on radical change through Business Process Re-engineering (BPR) and the call for strategic style of leadership, for cross-agency collaboration leading to a successful realisation of transformational government (t-Government). It is interesting to note that researchers and public sector leaders have started to realise that implementing and managing the transformation of public services, copiously satisfying the users and stakeholders, is a task of multi-dimensional complexity.     

Investigating the mentorship effect on the academic success of young scientists: An empirical study of the 985 project universities of China

This study intends to uncover the mentorship effect by investigating the impact of mentors’ academic titles and research performance on the academic success of young scientists. Drawing on the data of chemical scientists from China's 985 project universities, we demonstrate that the probability of young scientists acquiring academic success increases if their mentors are qualified Chinese Academy of Sciences (CAS) or Chinese Academy of Engineering (CAE) academicians. However, this positive effect may be insignificant or negative for improved academic performance. Additionally, the role of the mentors’ research performance in moderating the relationship between the young scientists' research performance and the probability of acquiring an academic title is not significant and may even be negative. Remarkably, our empirical results suggest that mentors with a CAS or CAE academician title and an increase of the young scientists’ H-index by 20 have equal effects on the probability that young scientists win an Excellent title. This raises concerns about the mentorship effect in China. The results have solid practical implications that are clarified at the end of this research.     

An Erosion Model of Employee Turnover Based on Network Centrality

An Erosion Model (EM) of employee turnover is introduced to explain the previously observed negative relationship between network centrality and employee turnover. The EM hypothesizes that social support moderates the centrality–turnover relation as those more active in the organization's social network experience less job strain due to esteem provided by work peers. Three EM hypotheses were supported using meta-analytic procedures with significant relations identified between centrality and turnover (k=5, r=.29), social support and centrality (k=7, r=.23), and social support and turnover intentions (k=17, r=.35). Future research for EM expansion and practical applications are proposed.     

虚拟社区知识共享意愿与行为的影响因素及其调节变量:元分析研究

[目的/意义] 针对已有虚拟社区知识共享意愿与行为影响因素实证研究结果之间的不一致问题,对该领域相关实证研究加以梳理和再分析。[方法/过程] 利用元分析方法,通过系统收集和虚拟社区知识共享意愿与行为相关的实证研究文献,梳理和识别影响知识共享意愿与行为的关键因素,并通过异质性检验和分组分析,探索不同研究之间存在不一致性的原因,从而检验调节变量的影响。[结果/结论] 研究发现,对知识共享意愿与行为具有显著正向影响的因素分别有10个、14个,其中利他主义和知识共享态度对知识共享意愿的影响最大,结果期望、共同语言、主观规范和身份认同是影响知识共享行为最显著的变量。同时,研究识别了社区类型和研究情境是不同研究异质性的部分来源,具有一定的调节效应。通过梳理和识别知识共享意愿与行为的影响因素和调节因素,可为虚拟社区管理者提供参考,为该领域后续研究提供更好的理论基础。     

高校图书馆员职业承诺与工作稳定性的相关性研究

福建省6所高校图书馆员问卷调查结果显示:图书馆员的职业承诺与调离单位意愿和离职意愿呈显著负相关;规范承诺与调离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与调离单位意愿无关;情感承诺与调离单位和离职意愿均呈显著负相关;工作满意度与是否愿意继续留职呈负相关.     

图书馆员职业承诺与离职意愿

对福建六所高校图书馆员的问卷调查结果显示:图书馆员的职业承诺与离职意愿和离单位意愿呈显著负相关.规范承诺与离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与离单位意愿无关;情感承诺与离单位和离职意愿均呈显著负相关.工作满意度与是否愿意继续留职工作呈负相关.     

Transformational Leadership and Communication Style of Finnish CEOs

This study focuses on the communication style of transformational leaders. Seven different communication styles were established and labeled: emotionally intelligent, impatient, controlled, insecure, avoiding, dominating, and transparent. Responses from 216 Finnish CEOs indicate that certain communication styles are connected with transformational leadership, including the emotionally intelligent, the transparent, and the controlled styles.     

A Reinforcement Sensitivity Perspective on Adolescents’ Susceptibility to the Influence of Soap Opera Viewing on Alcohol Attitudes

Previous research found support for an association between exposure to alcohol-related media content and alcohol attitudes, intentions and behavior. Nevertheless, research on what makes young people susceptible to the occurrence of this relationship is scarce. The current study examined the behavioral activation (BAS) and inhibition system (BIS) as moderators of the relationship between soap opera viewing and alcohol attitudes. A cross-sectional survey was carried out among a sample of 922 adolescents (M_age = 14.96 years, SD = .85, 56% girls). Regression analyses showed no association between total television viewing and alcohol attitudes, but did confirm that soap opera viewing is associated with positive attitudes towards alcohol use. Moderation analyses indicated that BAS did not moderate this relationship, while BIS did; the relationship between soap opera viewing and positive attitudes toward alcohol was only significant for adolescents with a low BIS-profile. These results provide support for the premise that an elevated BIS protects adolescents from the effect of soap opera viewing frequency on their alcohol attitudes.     

Understanding librarians’ knowledge sharing behavior: The role of organizational climate,motivational drives and leadership empowerment

Library managers in Iran have always been concerned with a low level of knowledge sharing among librarians. Identifying effective factors on librarians' knowledge sharing behavior helps us to understand and improve the situation. Organizational factors are one group of these factors. The effect of organizational climate, employees' motivational drives, and leadership empowerment on the subjective norms, attitude, intention, and knowledge sharing behavior among librarians in public libraries in Iran was studied. A conceptual model was designed in light of the Theory of Reasoned Action. Ten hypotheses were formulated. Data were collected by using a questionnaire and were analyzed using structural equations models. The findings showed that constructive organizational climate and positive motivational drives in public libraries, as well as personal and organizational knowledge sources strengthened by the librarians' ability of leadership have a positive and significant effect on subjective norms, attitude, intention, and knowledge sharing behavior. Such conditions facilitate the process of knowledge sharing in public library environments. Moreover, the study highlights the effect of the librarians' leadership empowerment on their attitude to knowledge sharing behavior by motivational drives.     

图书馆员“领导公平感”探究

为了获得图书馆组织和图书馆馆长研究的参考工具,在对93名图书馆馆员的预试调查基础上,修订了翻译编制的领导公平感量表,经过对9所图书馆147名馆员的正式调查,进一步验证量表的构想效度和信度,结果表明量表的三维结构优于二维结构,其CFI为0.94,解释方差变异量为77.27%,量表内部一致性系数为0.90。分析发现,馆员的年龄、工龄、职位层次和职称变量对其领导公平感有明显影响,馆长在管理活动中要提高馆员参与度和关注馆员职业成长需求。     

知识联盟网络能力对企业创新绩效的影响研究

在已有研究成果的基础上,试图构建知识联盟网络能力对企业创新绩效影响的概念模型,并以通信行业和汽车行业为研究对象进行实证分析。研究中,知识联盟网络能力的描述将包括网络构想能力、关系组合能力、角色管理能力三个维度,并且引入信任程度作为调节因素。研究结果显示,知识联盟网络能力推动企业创新,对企业创新绩效有显著的正面影响;信任程度能正向调节关系组合能力、角色管理能力与企业创新绩效的关系,而对网络构想能力与企业创新绩效的关系调节作用则不明显。     

What type of leader am I?: a training needs analysis of health library and information managers

Background: Leadership is a necessary facet of professional practice for health library and information managers (HLIMs). Several training needs analyses (TNA) in the health library and information services field have been conducted in recent years, all identifying a need for professional development in leadership skills. However, these previous TNAs have not focused on specific elements of leadership skills required by health library and information managers. Objectives: The National Library for Health (NLH) commissioned the School of Health and Related Research (ScHARR) at the University of Sheffield to conduct a TNA where HLIMs assess their current leadership skills and identify any future development needs in this area. The results would inform a programme of influencing skills workshops. Methods: HLIMs in the UK were invited to complete a self‐assessment online questionnaire. The questionnaire utilised items from Manning and Robertson’s Influencing Skills Style Profile (ISSP). This allowed the results to be characterised by influencing ‘style’. Results: HLIMs considered themselves to have strengths in the leadership areas of influencing, negotiating, managing change and delivering presentations to decision‐makers. They identified significant development needs in communicating with stakeholders, conflict resolution, using body language and being assertive. Most HLIMs demonstrated two collaborative styles identified by the ISSP, namely strategic collaborator and opportunistic collaborator. Conclusions: In difficult times, HLIMs may need to adapt to more of an ‘opportunistic‐battler’ influencing style. It is important that HLIMs not only assess their own leadership skills but also that they take opportunities to employ 360^° feedback, comprising assessment from subordinates, peers and supervisors.