The research aims to answer how servant leadership behaviors contribute to building trust among employees and identify which leadership practices have the strongest impact. The paper focuses on the leadership dimensions of listening, empathy, and supportiveness and their influence on the trust dimensions of transparency, reliability, and fairness. A quantitative research design was employed, using a structured survey distributed to 153 employees across five small and medium Lebanese organizations. Data were analyzed using SPSS, including correlation analysis to determine the relationships between leadership behaviors and employee trust. The findings indicate that servant leadership has a statistically significant and positive effect on employee trust. Among the leadership dimensions, supportiveness emerged as the most influential factor, particularly in enhancing transparency and reliability, while listening had the strongest impact on fairness. Empathy also contributed positively, though its effect was lower than that of other dimensions. These results suggest that servant leaders who actively support, listen to, and empathize with employees can foster a work environment characterized by trust, fairness, and reliability.The study has important implications for human resource (HR) managers and organizations, highlighting the need to develop servant leadership behaviors through recruitment, training, performance management, and health and well-being initiatives. Future research should explore broader organizational contexts, long-term effects, and the impact on employee well-being, health, and workplace outcomes.
The study explores the impact of Emotional Intelligence on Employee Performance among Ghanaian Small and Medium-sized Enterprises (SMEs) with the moderating role of Job Satisfaction and Transformational Leadership. The study adopted a quantitative research approach with an explanatory cross-sectional design, using a structured questionnaire to collect data. A sample of 590 respondents was surveyed, with 530 valid responses obtained. Data were analyzed using Partial Least Squares Structural Equation Modelling. The findings reveal that both Emotional Intelligence and Job Satisfaction have a positive and statistically significant effect on Employee Performance, confirming that employees with higher emotional intelligence and greater job satisfaction tend to perform better. However, the study also found that the interaction between Emotional Intelligence and Job Satisfaction and Emotional Intelligence and Transformational Leadership did not significantly increase employee performance. Based on these findings, the study recommends that SMEs invest their time and resources in emotional intelligence development programs and focus on providing job satisfaction to improve performance. In conclusion, although Emotional Intelligence, Job Satisfaction, and Transformational Leadership are important contributors to employee performance, their interaction does not necessarily lead to better outcomes, highlighting the need for a more nuanced approach to performance management in SMEs.
Higher education institutions increasingly rely on lecturers’ ability to generate innovative practices and sustain high levels of academic productivity in teaching, research, and scholarly engagement. Despite these expectations, empirical evidence explaining how collaborative and psychological factors jointly shape academic outcomes remains limited. This study examines the roles of knowledge sharing, self-efficacy, and self-leadership in influencing innovative work behaviour and academic productivity among lecturers in higher education institutions. Using survey data collected from 312 lecturers from public and private institutions in the Klang Valley, Malaysia, the study employs Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyse the proposed relationships. The findings reveal that knowledge sharing and self-efficacy significantly predict innovative work behaviour and academic productivity, while self-leadership demonstrates a more nuanced role within the proposed model. Knowledge sharing emerged as the strongest predictor of academic productivity. The results highlight the importance of fostering collaborative academic environments and strengthening lecturers’ psychological resources and self-regulatory capabilities to enhance innovation and productivity in higher education. This study contributes empirical evidence to the higher education literature by demonstrating how social, psychological, and self-regulatory factors interact to influence academic outcomes within a Malaysian context.
This study focused on the effects of conflict on the petty trade. and social organization of women as most of them depend on retail trade for their livelihood. The paper explores the coping strategies of women after conflict and the relocation of business owners and wholesalers to other areas. To achieve the aim of this study, a qualitative method and a case study approach were used to ensure a comprehensive analysis of data. The study revealed a number of initiatives employed by the women to survive the vagaries of conflict during the aftermath. The institutions of traditional leadership are found to be the center of cultural identity which plays significant part in the social and economic advancement of the people. It is found that the women devised ways to survive and to cope with the situation by initiating mechanisms that sustained them and their families, particularly in caring for their children. The research may strengthen other women in similar situation not to wait for handouts from outside but to explore within themselves for empowerment to argument any support, in case, it is offered. This research may offer the authorities and development agencies empirical information to support women’s efforts in making their socioeconomic contribution for the betterment of society. Research on coping strategy of women after conflict is not new but the researchers opined that these are not enough to demonstrate their resilience. The originality of the study is based on the fact that the women did not explore the known strategies that are normally adopted but resorted to unique ways of supporting themselves to alleviate their suffering. One of those unique initiatives to cope including skill training offered by some of the women to colleagues voluntarily just to empower them as they struggle with their traumatic past.
This study investigates the influence of extrinsic motivation, organizational culture, and perceived organizational support on teachers' innovative performance in Tabuk, Saudi Arabia, with job satisfaction serving as a mediating mechanism. The study used a quantitative design to collect data from 390 teachers through stratified random sampling. The study used Structural Equation Modeling (SEM) to analyze the data and test both direct and indirect relationships. The results show that organizational culture creates a strong positive impact on innovative performance, while extrinsic motivation and perceived organizational support fail to produce direct impacts. Both extrinsic motivation and perceived organizational support improve job satisfaction, but organizational culture does not establish any meaningful connection. Job satisfaction, however, exhibits a strong positive influence on innovative performance. The mediation analysis shows that job satisfaction acts as a significant mediator for the relationships between extrinsic motivation and innovative performance and perceived organizational support and innovative performance, but does not serve as a mediator between organizational culture and innovative performance. Theoretically, the study develops social exchange and motivation-based theories by demonstrating different pathways that lead to innovation. Practically, the study shows that organizations need to build up both motivational systems and support systems because these systems will help policymakers, school teachers and management become more satisfied with their activities while driving innovation forward. The study has two main limitations, which stem from its cross-sectional design and its focus on a particular context, while offering opportunities for future research through longitudinal and cross-cultural studies.
