PurposeThis study aims to investigate the direct effect of organizational reputation (OR), employ... more PurposeThis study aims to investigate the direct effect of organizational reputation (OR), employer brand (EB) and organizational attributes (OA) on the intention to apply for a job vacancy (IAJV); further, it examined the mediating effect of employer brand in the OA-IAJV relationship while taking into consideration the moderating effect of organizational reputation.Design/methodology/approachA mixed-method approach was employed, with ten in-depth interviews followed by a questionnaire with additional 356 job seekers in Cairo and Giza cities; the sample includes both fresh graduates and experienced job applicants in the job market. The qualitative analysis confirmed that some respondents use organizational reputation as a signal of its performance. The path analysis technique tests the research hypotheses using a partial least squares structural equation modeling (PLS-SEM).FindingsThe findings revealed that the most influential variable in the intention to apply is organizational attributes, followed by organizational reputation and finally employer brand. There is a significant relationship between organizational attributes and intention to apply for a job vacancy via employer brand. In addition, the results indicate a noteworthy moderating impact of organizational reputation on the association between employer brand intentions to apply for a job and the relationship between organizational attributes and intention to apply for a job opening.Originality/valueTo the best of the authors’ knowledge, this study contributes to the understanding of the direct and indirect effects of organizational reputation and organizational attributes on intention to apply through the mediating role of the employer brand. This research opens new avenues for recruitment research, considering the moderating effect of organizational reputation on strengthening the impact of the independent variables on the intention to apply and the interaction between the variables affecting the intention. Further, this study focuses on the needs of the job applicants when perceiving the organizational factors and identifies which signals can generate the intention to apply according to the signaling theory.
To better understand how to motivate innovative work behavior (IWB) at the individual level in or... more To better understand how to motivate innovative work behavior (IWB) at the individual level in organizations, we investigate the link between perceived psychological safety and IWB and the role of error risk taking and perceived organizational innovation climate in this study. In particular, we hypothesize a moderated mediation model in which (a) perceived psychological safety is positively related to IWB, (b) error risk taking mediates the positive relationship between perceived psychological safety and IWB, and (c) perceived organizational innovation climate strengthens the positive link between error risk taking and IWB and the mediated link between perceived psychological safety and IWB via error risk taking. We tested the hypothesized model using data collected from 315 full-time employees working at six information and communication technology companies in a high-technology business district of Egypt. The findings largely support our hypotheses. We conclude by discussing the t...
This study evaluates the factors that lead SMEs to adopt information and communication technology... more This study evaluates the factors that lead SMEs to adopt information and communication technology (ICT). Our research proposes an ICT Adoption Model using structural equation modelling that examines the role of small to medium sized enterprises (SMEs) owner-manager as a mediator for the adoption of ICT. The model is focused on the investigation of the direct and indirect influence of technological, cultural, environmental and organisational factors on the SME's adoption process. The results indicate the validity of adoption factors ...
المجلة العلمية للدراسات والبحوث المالية والتجارية , 2021
This study aimed to investigate the direct and indirect effect of
proactive personality (transfor... more This study aimed to investigate the direct and indirect effect of proactive personality (transformation of situations and confrontation of situations) on innovative work behavior through job crafting. Data were collected from 340 staff members in Mansoura university. Path analysis was employed to test the hypotheses using Amos V.25. The study results showed that there were direct positive significant effects of transformation of situations and confrontation of situations on job crafting. Also, found a significant positive effect of job crafting on innovative work behavior. Moreover, found a significant positive indirect effect of transformation of situations and confrontation of situations on innovative work behavior through mediating job crafting behaviors.
This study evaluates the factors that lead small to medium-sized enterprises (SMEs) to adopt info... more This study evaluates the factors that lead small to medium-sized enterprises (SMEs) to adopt information and communication technology (ICT). Our research proposes an ICT adoption model using structural equation modelling that examines the role of SMEs’ owner-managers as mediators in the adoption of ICT. The model is focused on the investigation of the direct and indirect influences of technological, cultural, environmental and organisational factors on the SME’s adoption process. The results indicate the validity of these adoption factors and their applicability to the United Arab Emirates (UAE) environment. The main focus of the research was to develop a new framework that develops further the research of Rashid and Al-Qirim (2001). The present paper identifies the critical mediating role of the owner-manager’s decision to adopt ICT in SMEs in the UAE, and confirm the importance of technological, organisational and environmental factors in the adoption process. Although there is cu...
Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) ... more Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit. Design/methodology/approach Participants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questionnaires. Questionnaires were provided to 850 employees who agreed to participate. Of the 850 questionnaires distributed, 385 were valid and complete (n=385). Partial least squares analysis was utilized for the analyses. Findings Results showed that P-O fit, P-G fit, and P-J fit were positively related to each other and negatively related to TI. Furthermore, the negative relationship between P-...
PurposeThis study aims to investigate the direct effect of organizational reputation (OR), employ... more PurposeThis study aims to investigate the direct effect of organizational reputation (OR), employer brand (EB) and organizational attributes (OA) on the intention to apply for a job vacancy (IAJV); further, it examined the mediating effect of employer brand in the OA-IAJV relationship while taking into consideration the moderating effect of organizational reputation.Design/methodology/approachA mixed-method approach was employed, with ten in-depth interviews followed by a questionnaire with additional 356 job seekers in Cairo and Giza cities; the sample includes both fresh graduates and experienced job applicants in the job market. The qualitative analysis confirmed that some respondents use organizational reputation as a signal of its performance. The path analysis technique tests the research hypotheses using a partial least squares structural equation modeling (PLS-SEM).FindingsThe findings revealed that the most influential variable in the intention to apply is organizational attributes, followed by organizational reputation and finally employer brand. There is a significant relationship between organizational attributes and intention to apply for a job vacancy via employer brand. In addition, the results indicate a noteworthy moderating impact of organizational reputation on the association between employer brand intentions to apply for a job and the relationship between organizational attributes and intention to apply for a job opening.Originality/valueTo the best of the authors’ knowledge, this study contributes to the understanding of the direct and indirect effects of organizational reputation and organizational attributes on intention to apply through the mediating role of the employer brand. This research opens new avenues for recruitment research, considering the moderating effect of organizational reputation on strengthening the impact of the independent variables on the intention to apply and the interaction between the variables affecting the intention. Further, this study focuses on the needs of the job applicants when perceiving the organizational factors and identifies which signals can generate the intention to apply according to the signaling theory.
To better understand how to motivate innovative work behavior (IWB) at the individual level in or... more To better understand how to motivate innovative work behavior (IWB) at the individual level in organizations, we investigate the link between perceived psychological safety and IWB and the role of error risk taking and perceived organizational innovation climate in this study. In particular, we hypothesize a moderated mediation model in which (a) perceived psychological safety is positively related to IWB, (b) error risk taking mediates the positive relationship between perceived psychological safety and IWB, and (c) perceived organizational innovation climate strengthens the positive link between error risk taking and IWB and the mediated link between perceived psychological safety and IWB via error risk taking. We tested the hypothesized model using data collected from 315 full-time employees working at six information and communication technology companies in a high-technology business district of Egypt. The findings largely support our hypotheses. We conclude by discussing the t...
This study evaluates the factors that lead SMEs to adopt information and communication technology... more This study evaluates the factors that lead SMEs to adopt information and communication technology (ICT). Our research proposes an ICT Adoption Model using structural equation modelling that examines the role of small to medium sized enterprises (SMEs) owner-manager as a mediator for the adoption of ICT. The model is focused on the investigation of the direct and indirect influence of technological, cultural, environmental and organisational factors on the SME's adoption process. The results indicate the validity of adoption factors ...
المجلة العلمية للدراسات والبحوث المالية والتجارية , 2021
This study aimed to investigate the direct and indirect effect of
proactive personality (transfor... more This study aimed to investigate the direct and indirect effect of proactive personality (transformation of situations and confrontation of situations) on innovative work behavior through job crafting. Data were collected from 340 staff members in Mansoura university. Path analysis was employed to test the hypotheses using Amos V.25. The study results showed that there were direct positive significant effects of transformation of situations and confrontation of situations on job crafting. Also, found a significant positive effect of job crafting on innovative work behavior. Moreover, found a significant positive indirect effect of transformation of situations and confrontation of situations on innovative work behavior through mediating job crafting behaviors.
This study evaluates the factors that lead small to medium-sized enterprises (SMEs) to adopt info... more This study evaluates the factors that lead small to medium-sized enterprises (SMEs) to adopt information and communication technology (ICT). Our research proposes an ICT adoption model using structural equation modelling that examines the role of SMEs’ owner-managers as mediators in the adoption of ICT. The model is focused on the investigation of the direct and indirect influences of technological, cultural, environmental and organisational factors on the SME’s adoption process. The results indicate the validity of these adoption factors and their applicability to the United Arab Emirates (UAE) environment. The main focus of the research was to develop a new framework that develops further the research of Rashid and Al-Qirim (2001). The present paper identifies the critical mediating role of the owner-manager’s decision to adopt ICT in SMEs in the UAE, and confirm the importance of technological, organisational and environmental factors in the adoption process. Although there is cu...
Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) ... more Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit. Design/methodology/approach Participants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questionnaires. Questionnaires were provided to 850 employees who agreed to participate. Of the 850 questionnaires distributed, 385 were valid and complete (n=385). Partial least squares analysis was utilized for the analyses. Findings Results showed that P-O fit, P-G fit, and P-J fit were positively related to each other and negatively related to TI. Furthermore, the negative relationship between P-...
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proactive personality (transformation of situations and confrontation of
situations) on innovative work behavior through job crafting. Data were
collected from 340 staff members in Mansoura university. Path analysis
was employed to test the hypotheses using Amos V.25. The study results
showed that there were direct positive significant effects of
transformation of situations and confrontation of situations on job
crafting. Also, found a significant positive effect of job crafting on
innovative work behavior. Moreover, found a significant positive indirect
effect of transformation of situations and confrontation of situations on
innovative work behavior through mediating job crafting behaviors.
proactive personality (transformation of situations and confrontation of
situations) on innovative work behavior through job crafting. Data were
collected from 340 staff members in Mansoura university. Path analysis
was employed to test the hypotheses using Amos V.25. The study results
showed that there were direct positive significant effects of
transformation of situations and confrontation of situations on job
crafting. Also, found a significant positive effect of job crafting on
innovative work behavior. Moreover, found a significant positive indirect
effect of transformation of situations and confrontation of situations on
innovative work behavior through mediating job crafting behaviors.