Search results

Drawing on social support theory, this study empirically investigates the relationship between family-supportive supervisor behaviours (FSSBs) and the family cohesion of employees in the presence of job crafting as a mediator and passion for work as a moderator.

This study uses a structural equation modelling technique on three-wave, time-lagged primary data (N = 305) collected from employees of service sector firms in Pakistan.

The results reveal that FSSBs enhance the family cohesion of employees through the underlying mechanism of job crafting. Using passion for work as a moderator, the conditional analysis shows that the link between FSSBs and job crafting becomes stronger in the presence of high passion for work.

This study extends the literature on the link between FSSBs and job crafting and provides insightful theoretical contributions. This study advances social support theory by providing support for and detailing practical implications of promoting FSSBs, thus enhancing the understanding of the positive impact of job crafting behaviours across non-work spheres.

The purpose of the paper is to investigate co-movement of major implied volatility indices and economic policy uncertainty (EPU) indices with both the health-based fear index and market-based fear index of COVID-19 for the USA and the UK to help investors and portfolio managers in their informed investment decisions during times of infectious disease spread.

This study uses wavelet coherence approach because it allows to observe lead–lag nonlinear relationship between two time-series variables and captures the heterogeneous perceptions of investors across time and frequency. The daily data used in this study about the USA and the UK covers major implied volatility indices, EPU, health-based fear index and market-based fear index of COVID-19 for both the first and second waves of COVID-19 pandemic over the period from March 3, 2020 to February 12, 2021.

The results document a strong positive co-movement between implied volatility indices and two proxies of the COVID-19 fear. However, in all the cases, the infectious disease equity market volatility index (IDEMVI), the COVID-19 proxy, is more representative of the stock market and exhibits a stronger positive co-movement with volatility indices than the COVID-19 fear index (C19FI). This study also finds that the UK’s implied volatility index weakly co-moves with the C19FI compared to the USA. The results show that EPU indices of both the USA and the UK exhibit a weak or no correlation with the C19FI. However, this study finds a significant and positive co-movement of EPU indices with IDEMVI over the short horizon and most of the sampling period with the leading effect of IDEMVI. This study’s robustness analysis using partial wavelet coherence provides further strengths to the findings.

The investment decisions and risk management of investors and portfolio managers in financial markets are affected by the new information on volatility and EPU. The findings provide insights to equity investors and portfolio managers to improve their risk management practices by incorporating how health-related risks such as COVID-19 pandemic can contribute to the market volatility and economic risks. The results are beneficial for long-term equity investors, as their investments are affected by contributing factors to the volatility in US and UK’s stock markets.

This study adds following promising values to the existing literature. First, the results complement the existing literature (Rubbaniy et al., 2021c) in documenting that type of COVID-19 proxy matters in explaining the volatility (EPU) relationships in financial markets, where market perceived fear of COVID-19 is appeared to be more pronounced than health-based fear of COVID-19. Second, the use of wavelet coherence approach allows us to observe lead–lag relationship between the selected variables, which captures the heterogeneous perceptions of investors across time and frequency and have important insights for the investors and portfolio managers. Finally, this study uses the improved data of COVID-19, stock market volatility and EPU compared to the existing studies (Sharif et al., 2020), which are too early to capture the effects of exponential spread of COVID-19 in the USA and the UK after March 2020.

The purpose of this paper is to report an initial investigation into the role of national citizenship status in relation to leadership and organizational innovation in the context of the United Arab Emirates, an Arabian Gulf country with a workforce in which migrants far outweigh the number of locals.

The authors use grounded theory methodology to gather initial data and reveal potentially appropriate theory for further research into the role of national citizenship as it correlates with organizational innovation.

The dominant themes that emerged were that citizen leaders display high levels of willingness to deviate from organizational schemata to respond to new situations; a preference for focus on the big picture; and low monitoring of subordinates. These findings indicate that citizen leaders experience greater ease in diverging from organizational schemata, suggesting that national citizenship status may afford a freedom that enhances the potential to contribute to organizational innovation.

The issue of national citizenship is clearly one of increasing significance in the global workplace and, therefore, must be added to the academic research agenda given the combination of more frequent worldwide professional migration and the growing imperative of organizational innovation. To this end, the authors suggest potentially useful frameworks for further study.

This pioneering research has applicability to other geopolitical regions with high numbers of migrants in their workforces.

The purpose of this study is to explore the concept that expatriate status, as opposed to national citizen status, may impact leader behavior. The intention is not to pursue a research question carved out from the expatriation and leadership research streams but rather to raise the issue of non-citizenship status as potentially moderating leader behavior.

The authors used grounded theory methodology, including interviews to gather data on the behavior of non-citizen leaders in the UAE. The resulting 28 interview transcripts were analyzed using inductive coding to arrive at aggregate theoretical dimensions.

Their findings reveal a keen tendency among expatriate leaders to display organizational legitimacy by remaining sedulously within established organizational schemata and monitoring employees closely.

The study asks, rather than answers, a question and does not use an established theoretical framework, as its area of concern is not one that fits solely within the literatures on expatriation, international business, leadership, cross-cultural management or national citizenship. Furthermore, the context in which they conduct our investigation is the UAE whose workforce has a disproportionately high number of expatriates. Although this serves as a convenient context in which to study the rising occurrence of non-citizen leaders due to increased professional migration, the issue may be more meaningfully tested in geopolitical contexts with typical expatriate–citizen workforce ratios.

The central theoretical contribution of this preliminary study is to provide initial empirical evidence suggesting that the hitherto-ignored variable of national citizenship may be a significant one to address given increasing professional global migration.

Diverse cultural contexts with their distinct enactments of traditional gender inequity present unique constraints for female leaders. In Western contexts, the Christianity-inspired principle of equality of all humans remains a latent principle operative toward greater gender egalitarianism. This paper aims to examine female leaders within an Islamic context devoid of such espoused equality in which gender differences are enshrined in culture and law.

Questionnaires based on the Competing Value Framework were developed and completed by 145 leaders and 365 employees from UAE companies. The salient findings of these responses were explored in six subsequent focus group discussions.

The study reveals no difference in how women perform leadership, except in terms of brokering skills in which women are perceived as superior to their male counterparts. Focus group discussion participants ascribed this difference to the Islamic benevolent sexism dynamic of according women greater respect, which facilitates their access to higher management.

This pioneering perspective of female leaders in a context of overt and sanctioned cultural and legal gender disparity contributes to scholarship on female leadership through a non-Western lens.