Original Research

Relationship between manager credibility, strategic alignment and employee motivation

Daisy Lees, Nelesh Dhanpat
SA Journal of Human Resource Management | Vol 19 | a1517 | DOI: https://doi.org/10.4102/sajhrm.v19i0.1517 | © 2021 Daisy Lees, Nelesh Dhanpat | This work is licensed under CC Attribution 4.0
Submitted: 18 November 2020 | Published: 13 May 2021

About the author(s)

Daisy Lees, Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, Johannesburg, South Africa
Nelesh Dhanpat, Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, Johannesburg, South Africa


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Abstract

Orientation: In today’s volatile and dynamic business environment, organisations need to continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence manager credibility, strategic alignment and employee motivation could enable organisations to proactively implement interventions that improve their competitive stance.

Research purpose: This study sought to examine the relationship between manager credibility, strategic alignment and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored.

Motivation for the study: Organisations need to have employees that are motivated and have a strategic fit. Managers play a significant role in fostering such. More so, it is essential to highlight the vital role that managers play in strategic alignment and employee motivation.

Research approach/design and method: A quantitative and cross-sectional research design was used. Non-probability sampling was employed, and data were collected by using established questionnaires from a sample of N = 3112. Participants of the study are employed within various industries based in South Africa, Southern Africa and the United States of America. The data were analysed by using descriptive and inferential statistics.

Main findings: A positive relationship between all the variables were established. The three variables (manager credibility, strategic alignment and motivation) were found to be significantly positively correlated. Manager credibility influences motivation and strategic alignment. Manager credibility and strategic alignment were both found to have a statistically significant influence on employee motivation. The mediation analysis shows that strategic alignment plays a positive mediating role between manager credibility and motivation.

Practical/managerial implications: Recommendations are schematically presented in the form of a model, which, when implemented, have the potential to enhance employee motivation.

Contribution/value-add: The study provided insight into the influence of manager credibility and strategic alignment on employee motivation.


Keywords

motivation; credibility; strategic fit; managers; mediation analysis

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