The Mediating Effect of Leaders’ Idealized Influence on the Relationship between Leaders’ Emotional Intelligence and Intention to Perform among Academics in Malaysian Research Universities: Gender as a Moderator
DOI:
https://doi.org/10.37134/jcit.vol10.1.2020Keywords:
Emotional Intelligence, Idealized Influence, Intention to Perform, Academics and GendersAbstract
Academic leaders have a significant task to carry out in higher educational institutions, and for the improvement of academic leaders' responsiveness regarding their emotional intelligence and their influence is essential. This research is intended to examine the academic leaders’ emotional intelligence and idealized influence towards subordinates intention to perform and how it moderated by academic leaders’ gender. Drawing from attribution theory and social exchange theory, the research hypothesized that leaders’ emotional intelligence and subordinate intention to perform will be mediated by leaders’ idealized influence. 386 questionnaires samples from five Malaysian public research universities was obtained with partial least squares structural equation modeling used in analyzing the measurements. The findings revealed that academic leaders’ emotional intelligence-subordinates intention to perform relationship mediated via academic leaders’ idealized influence. In addition, the mediation analysis revealed that academic leaders’ idealized influence mediated the leaders’ emotional intelligence-subordinates intention to perform when it was modeled with academic leaders’ gender as moderated in the structure model.
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References
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Fauzi, M.A., Tan, C.N., Ramayah, T., & Adedapo, O.O. (2018). An integrative model of knowledge sharing in Malaysian higher learning institute. Kybernetes, 47(5), 1031-1052.
Franke, G., & Sarstedt, M. (2019). Heuristics versus statistics in discriminant validity testing: a comparison of four procedures. Internet Research, 29(3), 430-447.
Georgellis, Y., & Sankae, N. (2016). The personality of managers in Britain: Gender and sector difference. Evidence-based HRM: A Global Forum for Empirical Scholarship, 4(1), 67-80.
Ghasemy, M., Hussin, S., Megat Daud, A.K.M., Nor, M.M., Ghavifekr, S., & Kenayathulla, H.B. (2018). Issues in Malaysian higher education: a quantitative representation of the top five priorities, values, challenges, and solutions from the viewpoints of academic leaders. SAGE Open, 8(1), 1-15.
Gold, A.H., Malhotra, A., & Segars, A.H. (2001). Knowledge management: An organizational capabilities perspective. Journal of Management Information Systems, 18(1), 185-214.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
Hair, J.F., Hult, G.T.M., Ringle, C.M., & Sarstedt, M. (2014). A primer on partial least squares structural equation modeling (PLS-SEM). Thousand Oaks: SAGE Publications.
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Hayati, D., Charkhabi, M., & Naami, A. (2014). The relationship between transformational leadership and work engagement in governmental hospitals nurses: a survey study. Springerplus, 3(1), 1-7.
Heider, F. (1958). The Psychology of interpersonal relations. New Jersey, USA: Lawrence Erlbaum Associates Inc.
Heilman, M.E., & Haynes, M.C. (2005). No credit where credit is due: attributional rationalization of women’s success in male-female teams. Journal of Applied Psychology, 90(5), 905-916.
Heilman, M.E., Wallen, A.S., Fuchs, D., & Tamkins, M.M. (2004). Penalties for success: Reactions to women who succeed at male gender-typed tasks. Journal of Applied Psychology, 89(3), 416–427.
Hu, L.T., & Bentler, P.M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
Ibrahim, M.A., Sulaiman, W.S.W., Ibrahim, N.I., Malek, M.A.A., & Bausing, A. (2018). Influence of organizational justice, job satisfaction, organizational commitment, and task performance towards organizational citizenship behavior among academicians. Jurnal Psikologi Malaysia, 32(4), 75-87. Retrieved from http:// spaj.ukm.my/ppppm/jpm/article/download/436/358
Janudin, S.E., Maelah, R., Amir, A.M., & Abdullah, N.L. (2015). Performance management system and lecturers’ performance: Testing the mediation role of competency in Malaysian research universities. International Business Education Journal, 8(1), 105-120.
Jarvis, C.B., MacKenzie, S.B., & Podsakoff, P.M. (2003). A critical review of construct indicators and measurement model misspecification in marketing and consumer research. Journal of Consumer Research, 30(2), 199-218.
Jerobon, T., Kimutai, G., & Kibet, Y. (2016). Evaluation of Effects of Transformational Leadership and Employee Performance a Survey of Nandi County Government. Journal of Business and Management, 18(11), 91-101.
Jiang, K., Lepak, D.P., Hu, J., & Baer, J.C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264–1294.
Jones, S.C. (1973). Self-and interpersonal evaluations: Esteem theories versus consistency theories. Psychological Bulletin, 79(3), 185-201.
Judge, T.A. & Piccolo, R.F. (2004). Transformational and transactional leadership: a meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755.
Kim, H., & Kim, T. (2017). Emotional intelligence and transformational leadership: A review of empirical studies. Human Resource Development Review, 16(4), 377-393.
Kline, R.B. (2011). Principles and practices of structural equation modelling. New York, NY: Guilford Press.
Klotz, A.C., da Motta Veiga, S.P., Buckley, M.R., & Gavin, M.B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), S104–S119.
Krejcie, R.V., & Morgan, D.W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610.
Kristof-brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
Kulich, C., Trojanowski, G., Ryan, M.K., Haslam, S.A., & Renneboog, L.D. (2011). Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration. Strategic Management Journal, 32(3), 301–321.
Kumar, M., Talib, S.A., & Ramayah, T. (2013). Business research methods. Kuala Lumpur, Malaysia: Oxford Fajar/Oxford University Press.
Ministry of Education. (2015). Malaysia Education Blueprint (Higher Education 2015–2025). Putrajaya: Ministry of Education.
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Ministry of Higher Education. (2016b). Category of public universities. Retreived from http:// www.mohe.gov.my/ms/institusi/universiti-awam/kategori-ua
Nelson, D.B., & Low, G.R. (2011). Emotional intelligence (2nd ed.). Boston: Prentice Hall.
O’Leary, D.E. (2016). Modeling retweeting behavior as a game: Comparison to empirical results. International Journal of Human-Computer Studies, 88, 1-12.
Perugini, M., Gallucci, M., Presaghi, F., & Ercolani, A. P. (2003). The personal norm of reciprocity. European Journal of Personality, 17(4), 251–283.
Podsakoff, P.M., MacKenzie, S.B., Lee, J., & Podsakoff, N.P. (2003). Common methods biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Preacher, K.J., & Hayes, A.F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior research methods, 40(3), 879-891.
Puni, A., Mohammed, I., & Asamoah, E. (2018). Transformational leadership and job satisfaction: the moderating effect of contingent reward. Leadership & Organization Development Journal, 39(4), 522-537.
Rasoolimanesh, S.M., Jaafar, M., Kock, N., & Ramayah, T. (2015). A revised framework of social exchange theory to investigate the factors influencing residents’ perceptions. Tourism Management Perspectives, 16, 335-345.
Rudolph, U., & Tscharaktschiew, N. (2014). An attributional analysis of moral emotions: Naïve scientists and everyday judges. Emotion Review, 6(4), 344-352.
Sarstedt, M., Bengart, P., Shaltoni, A.M., & Lehmann, S. (2017). The use of sampling methods in advertising research: A gap between theory and practice. International Journal of Advertising, 37(4), 650-663.
Schmidt, F.L., & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262-274.
Shadish, W.R., Cook, T.D., & Campbell, D.T. (2002). Experimental and quasi-experimental designs for generalized causal inference. Boston, MA, US: Houghton, Mifflin and Company.
Shevlin, M., & Rose, R. (2017). Leadership approaches to inclusive education: learning from an Irish longitudinal research. In M. Milton (Ed.), Inclusive Principles and Practices in Literacy Education (pp. 53-67). Bingley: Emerald Publishing.
Shuck, B., & Herd, A.M. (2012). Employee engagement and leadership: Exploring the convergence of two frameworks and implications for leadership development in HRD. Human Resource Development Review, 11(2), 156-181.
Snead, K.C., Magal, S.R., Christensen, L.F., & Ndede-Amadi, A.A. (2015). Attribution theory: a theoretical framework for understanding information systems success. Systemic Practice and Action Research, 28(3), 273-288.
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2020-03-19
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Raman, G., Lee Peng, N., & I-Chi, C. (2020). The Mediating Effect of Leaders’ Idealized Influence on the Relationship between Leaders’ Emotional Intelligence and Intention to Perform among Academics in Malaysian Research Universities: Gender as a Moderator. Journal of Contemporary Issues and Thought, 10, 1–16. https://doi.org/10.37134/jcit.vol10.1.2020
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