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Leadership Styles, Organisational Culture And Learning Organisational Capability In Education Industry: Evidence From Egypt, Dr. Maha Ahmed Zaki Dajani, Dr. Mohamed Saad Mohamed
Leadership Styles, Organisational Culture And Learning Organisational Capability In Education Industry: Evidence From Egypt, Dr. Maha Ahmed Zaki Dajani, Dr. Mohamed Saad Mohamed
Business Administration
We aim in this study to explore the interaction between three constructs: leadership style, organisational culture, and organisational learning capacity. In addition to that, we investigated the validity of this trio relationship in both public and private Egyptian universities situated in Greater Cairo area. A quota sampling procedure was used to recruit 298 academicians - 186 from public universities and 112 from private universities. Significant correlations were obtained between transformational and transactional leadership style and organisational learning capacity dimensions. However, the moderating effect of organisational culture in the relationship between leadership styles and organisational learning capacity was not reported. Lastly, …
Psychological Contract Violation And Affective Commitment: The Mediating Effect Of Cynicism And The Moderating Effect Of Employees’ Expectations, Sahar Mohamed Badawy, Mohamad Saad Mohamad Pro
Psychological Contract Violation And Affective Commitment: The Mediating Effect Of Cynicism And The Moderating Effect Of Employees’ Expectations, Sahar Mohamed Badawy, Mohamad Saad Mohamad Pro
Business Administration
This research is building on the previous research by examining both the mediating effect of cynicism and the moderating effect of employees’ expectations on the psychological contract violations–affective commitment relationship among academic staff in private universities in Egypt. A sample of 395 academic members responded to a four-part questionnaire measuring research variables (psychological contract violation, affective commitment, cynicism, and employees’ expectations). Cynicism was found to partially mediate the violation – affective commitment relationship. Further, employees’ expectations were found to moderate the violation – cynicism relationship. These results were discussed in light of extant literature. Research limitations and implications were reported