To analyse the mediating role of leadership styles on Workplace incivility and Organizational culture.

 

ANALYSING THE MEDIATING ROLE OF LEADERSHIP STYLES AND ITS INFLUENCE ON ORGANIZATIONAL CULTURE AND WORKPLACE INCIVILITY AND ITS IMPACT ON EMPLOYER BRANDING

 

RATIONALE OF THE STUDY

Business is a large part of open innovation. Organizational  culture is significant in driving the attitudes and behaviours that make your workforce effective or not, and also a company’s culture is determined by its leadership. Recently, there has been a significant rise in the Incivil behaviour exhibited among employees in organizations. Organizational culture may provide a viable, if not complete, explanation relating to the causes of workplace incivility because culture can either reject or embrace incivility. Limited research effort has been made by HRD scholars to study the issue of Incivility in organizations and how incivility could affect Employer Branding. From an HR point of view, employer branding is essential. Research shows that a strong employer brand can help organizations to improve the talent pool of applicants, retain high performing employees, reduce your hiring and marketing costs, improve productivity and differentiate yourself from competitors. The existing employees in an organization will act as brand ambassadors by advocating the company core values to the world through their positive experiences while being associated with the company. In other words, employer branding is how you market your company to job seekers and internal employees. The better you are at employer branding, the more likely you are to attract top talent. Additionally, a positive employer brand can also help you retain top talent. Therefore, investing in employees is important since the satisfied employees are open to innovations and creativity and enhanced job satisfaction.  Empowering employees to talk about their organization externally can help add credibility to the employer which helps to establish employer branding. Additionally, a positive employer brand can also help you retain top talent.

 

PROBLEM STATEMENT

An employer brand is the reputation among the workforce as well as your employees’ perception of you as an employer.Workplace incivility  is a deviant behavior which may be low in intensity , but it is quite high in frequency. Such activities when affected by organizational culture and leadership adversely affect the employer branding as well.

Over the past ten years, research investigating workplace incivility has estimated that prevalence rates may be between 75% and 100%, meaning that nearly all employees have experienced some level of incivility from their co-workers, supervisors, or customers/clients. Moreover, it is argued that the leadership style exhibited by managers represents an important factor that may impact workplace incivility as well.

The exceptionally high frequency of occurrence of incivility could compound over time like adversely affecting the organization culture and may consequently tarnish the employer brand. As a result, incivility has been shown to lead to harmful effects to employees decreasing employee satisfaction.

Thus, this study will analyse the mediating effect of Leadership styles on organizational culture and workplace incivility and its impact on Employer Branding.

Incivility exists.

 

RESEARCH OBJECTIVES

  1. To evaluate (access) Workplace Incivility in organizations.
  2. To study the relationship between Workplace incivility on Organizational culture.
  3. To analyse the mediating role of leadership styles on Workplace incivility and Organizational culture.
  4. To determine the effect of Workplace Incivility on Employee creativity.(model)
  5. To study the relation between Employee creativity and Employee Satisfaction.
  6. To study relation between Employee satisfaction and Employer Branding.
  7. To analyse the impact of Workplace Incivility and Employer branding.
  8. To analyse the impact of Organizational culture on Employer Branding.

 

CONCEPTUAL FRAMEWORK

 

The topics I require are:

  1. Introduction
  2. Literature review
  3. Research gap
  4. Problem statement
  5. Research questions
  6. Research objectives.
  7. CONCEPUAL FRAMEWORK
  8. Scales of the variables.
  9. RATIONALE OF THE STUDY
  10. What are the results/findings we are looking for.

 

 

 

BELOW!!!

 

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Answer Excerpt

Incivility has been termed “one of the most pervasive forms of antisocial behavior in the workplace” (Harold & Holtz, 2014). Various research done on Incivility across North America xxxxxxxxxxx indicates that 99% of employees xxxxxxxxxxxxx have experienced xxxxxxxxxxxx incivility in their workplacexxxxxxxxx (Porath & Pearson, 2010). xxxxxxxxxxxx According to Porath & Pearson, 2013,

xxxxxxxxxxx  half of the employees across xxxxxxxx North America have reported experiencing xxxxxxxxxx incivility every week. Incivility has one of the costliest xxxxxxxxxxx problems in human resource management (Khan & Jabeen,2019). xxxxxxxxxxx Researchers have indicated the relationship between xxxxxxxxxxxx low-intensity workplace incivility xxxxxxxxxxxx and xxxxxxxxx escalating conflicts xxxxxxxxxxxxxxx  among group members. According to xxxxxxxxxxxx Anderson & Pearson (2005),  xxxxxxxxxxxxx negative actions by one individual trigger xxxxxxx an adverse reaction from another individual.xxxxxxxx  This effect is called “interpersonal conflict spirals,” and it causes xxxxxxxxxxxxindividuals to behave as culprits of incivilities. Despite the effects of workplace incivility, its occurrence is a widespread phenomenon xxxxxxxxxx in the workplace. xxxxxxxxx Past research indicates that workplace incivility xxxxxxxxxx is widespread in both industrial and non-industrial sectors. xxxxxxxxx

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