The role of work authenticity in linking strengths use to career satisfaction and proactive behavior: a two-wave study

2020 ◽  
Vol 25 (6) ◽  
pp. 617-630
Author(s):  
Makoto Matsuo
Keyword(s):  
Structural Equation ◽  
Quantitative Research ◽  
Career Satisfaction ◽  
Well Being ◽  
Future Research ◽  
Proactive Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Strengths Use

PurposeAlthough positive psychology asserts that authenticity comes from identifying and using our strengths, no quantitative research has been conducted to test that relationship. This study aims to examine the mediating role of work authenticity in linking strengths use to career satisfaction and proactive behavior.Design/methodology/approachUsing a two-wave survey with nurses in two large, acute hospitals in Japan (n = 298), a structural equation model was produced.FindingsThe results show that work authenticity fully mediated between strengths use and career satisfaction, and that work authenticity partially mediated between strengths use and proactive behavior.Research limitations/implicationsAs work authenticity, career satisfaction and proactive behavior were measured at time 2, it is desirable to conduct a three-wave survey to measure these variables separately in future research.Practical implicationsIt may be imperative to recognize that employees who use their strengths are satisfied with their careers only by enhancing authenticity at work.Originality/valueThe main contribution of this study was to identify the mediating role of work authenticity in linking strengths use to both career-related well-being and proactive work behaviors.

The mediating role of workplace flourishing on the causal link between linguistic ostracism and withdrawal behavior

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raed Ibrahim Mohamad Ibrahim ◽  
Okechukwu Lawrence Emeagwali ◽  
Murat Akkaya
Keyword(s):  
Structural Equation ◽  
Causal Link ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Ethnolinguistic Identity ◽  
Mediating Role ◽  
Withdrawal Behavior ◽  
Hospitality Organizations

PurposeWorkplace flourishing and withdrawal behavior are important concepts for human resource practitioners in today’s multicultural and multilingual work atmosphere. Despite the prevalence of linguistic ostracism, only a handful of studies have considered its impact on workplace flourishing and withdrawal behavior. This paper embarks on unveiling the nature of these associations.Design/methodology/approachA sample of n = 395 employee responses was obtained from Jordanian tourism and hospitality organizations. The data were analyzed with the variance-based structural equation modeling (VB-SEM) technique using ADANCO software.FindingsVB-SEM results indicate that linguistic ostracism reduces workplace flourishing and indirectly increases withdrawal behavior through the mediating role of workplace flourishing. Decreased feelings of workplace flourishing resulted in increased withdrawal behavior.Originality/valueThis paper is among the first to empirically examine the association between linguistic ostracism, workplace flourishing and withdrawal behavior and the mediating role of workplace flourishing using ethnolinguistic identity and stressor–emotion theories as a theoretical framework. Implications for practice and theory are discussed alongside future research directions.

Workplace spirituality, psychological well-being and mediating role of subjective stress

2019 ◽  
Vol 35 (4) ◽  
pp. 725-739
Author(s):  
Manju Mahipalan ◽  
Sheena S.
Keyword(s):  
Structural Equation ◽  
Secondary School Teachers ◽  
Workplace Spirituality ◽  
Well Being ◽  
Psychological Well Being ◽  
Subjective Stress ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose The purpose of this study is to assess the impact of spirituality on subjective stress and psychological well-being (PWB). Additionally, the study also examines the mediating role of stress in the spirituality – well-being relationship. Design/methodology/approach The study is quantitative in nature. Data were collected from 322 secondary school teachers using a structured questionnaire. Partial least squares based structural equation modelling was used to analyse the data. Findings Results indicated a positive relationship between spirituality and PWB but an inverse relationship between job stresses. Also, subjective stress was found to be a significant mediator in the relationship between spirituality and well-being. Social implications The inner resource of spirituality among teachers can be tapped to cope with perceived stress levels thereby augmenting a sense of well-being. Psychologically clear and receptive minds are indispensable in the process of teaching. Originality/value The present study combines the evolving construct of workplace spirituality with PWB and subjective stress, which are under explored in the social sector.

Perceived diversity and employee well-being: mediating role of inclusion

2019 ◽  
Vol 49 (5) ◽  
pp. 1121-1139
Author(s):  
Akanksha Jaiswal ◽  
Lata Dyaram
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Cognitive Outcomes ◽  
Self Control ◽  
Equation Modeling ◽  
Future Research ◽  
Full Time ◽  
Content Type ◽  
Mediating Role ◽  
Knowledge Diversity

Purpose While literature cites several distinct studies on workforce diversity and employee well-being (EWB), attention to their combined significance has been limited. Extant work highlights cognitive outcomes of diversity, while its impact on affect-related outcomes is underexplored. The purpose of this paper is to examine how employee perceptions of diversity (based on surface and/or knowledge attributes) influence their well-being and how perception of inclusion mediates this relationship. Design/methodology/approach In total, 248 full-time employees from large organizations across varied industries in India have participated in this survey-based study. Findings Structural equation modeling results indicate surface and knowledge diversity to significantly impact EWB. Surface diversity adversely affected well-being, while knowledge diversity had favorable impact. Besides, inclusion was found to be a significant mediator between knowledge diversity and well-being but not between surface diversity and well-being. Research limitations/implications Present study explores the diversity–well-being link through the lens of perceived inclusion. Future research should consider contextual factors that will influence these relationships. Practical implications Managerial nudging can enhance employee self-control, intrinsic motivation and well-being. Further, managers should note how knowledge diversity aids in well-being toward constructive cross-functional synergy building. Originality/value Study conceptualizes diversity from Indian social and employment perspectives, while incorporating inclusion as a contextual factor currently under-researched empirically in the Indian context. Further, the authors contribute to the limited literature on affect-related effects of diversity.

Flexible working arrangement and job performance: the mediating role of supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan
Keyword(s):  
Job Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Well Being ◽  
Service Industries ◽  
Content Type ◽  
Mediating Role ◽  
Flexible Working ◽  
The Relationship

PurposeThis study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.Design/methodology/approachTo test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.FindingsThe supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.Research limitations/implicationsThe research is confined to India's service industries settings only.Practical implicationsService firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.Originality/valueThe study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.

Authentic leadership and creativity: the mediating role of happiness

2017 ◽  
Vol 25 (3) ◽  
pp. 395-412 ◽  
Author(s):  
Ana Suzete Dias Semedo ◽  
Arnaldo Fernandes Matos Coelho ◽  
Neuza Manuel Pereira Ribeiro
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Group Analysis ◽  
Well Being ◽  
Organizational Level ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

Purpose Authentic leadership (AL) as a style can influence, directly or indirectly, employees’ attitudes and behaviors. In this perspective, the purpose of this study is to investigate how AL predicts affective well-being (AWB) and employees’ creativity. The mediating role of AWB and the moderating role of satisfaction with management will be analyzed. Design/methodology/approach The researchers have analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modelling was used to test the proposed hypotheses and a multi-group analysis was performed to identify how the level of satisfaction with the management may impact the proposed relationships. Findings The results of this study reveal that perceptions of AL predict employees’ creativity both directly and through the mediating role of AWB. Satisfaction with the management seems to moderate the relationship between AL, AWB and creativity. Practical implications The research outcomes suggest that organizations should focus on training leaders who value self-awareness and transparency in their relationships with others, who display an internal moral perspective and demonstrate balanced processing of information, to guarantee good results at the individual level and, consequently, at the organizational level. This study provides practitioners with possible routes to act in favor of a much happier and more creative workforce. Originality/value The originality of this study is because of the integration of these four concepts in a single study, providing evidence of the relationship between AL and creativity through the mediating role of AWB and moderating role of satisfaction with the management.

The link between HIWPs and well-being at work: the mediating role of trust

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Urtzi Uribetxebarria ◽  
Mónica Gago ◽  
Maite Legarra ◽  
Unai Elorza
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Organizational Level ◽  
Equation Modeling ◽  
Northern Spain ◽  
High Involvement ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThis paper examines the extent to which investment in human capital (HC) influences employee well-being, focusing on companies in the Basque Country in Northern Spain. Specifically, it analyzes the effects of worker perceptions of high-involvement work system (HIWS) on job satisfaction (JS) and affective commitment (AC), directly and through the mediating role of trust in management. This trust mediating role was also explored by analyzing the isolated effects of high-involvement work processes (power, information, reward and knowledge [PIRK] enhancing practices) on JS and AC.Design/methodology/approachThe structural equation modeling (SEM) approach was used on a sample of 2,199 employees from 425 organizations working in different industries. As the study was performed at the organizational level, aggregation was conducted first.FindingsThe findings revealed that trust partially mediated the relationship between HIWS and JS, although AC was directly predicted by the system. In contrast, a trust mediating role was confirmed in the relationship between all PIRK processes, JS and AC.Originality/valueThis study highlights the “hinge” role of trust in linking high-involvement work practices (HIWPs) as an approach to assess HC in organizations and well-being at work. It further conceptualizes HIWS via a PIRK model and operationalizes it through systemic and dimensional approach.

scholarly journals Impact of psychological capital (PsyCap) on affective commitment: mediating role of affective well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Manish Gupta ◽  
Daniel Gomes ◽  
Nelia Alexandre
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Psychological Capital ◽  
Emotional Health ◽  
Well Being ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this study is to examine the mediating role of affective well-being (AWB) in the relationship between psychological capital (PsyCap) and affective commitment. Design/methodology/approach The sample included 226 employees from diverse Portuguese organizations. Based on a survey, respondents reported their perceptions of own PsyCap, AWB and affective commitment to their organization. Findings Results from structural equation modeling suggested presence of mediation by AWB in the relationship between PsyCap and affective commitment. Practical implications Managers are encouraged to gain from this finding by emphasizing more on the emotional health of individuals to increase their attachment with the company. Originality/value Though there are several studies indicating the positive consequences of PsyCap on employees, studies on how PsyCap affects affective commitment through AWB is scarce. These results advance the broaden-and-build theory by suggesting that the relationship between PsyCap and affective commitment is much more complex.

Workplace fun and voice behavior: The mediating role of psychological safety

2020 ◽  
Vol 48 (11) ◽  
pp. 1-8
Author(s):  
Guodong Yang ◽  
Liyin Wang
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Employee Voice ◽  
Equation Modeling ◽  
Future Research ◽  
Proactive Behavior ◽  
Voice Behavior ◽  
Mediating Role ◽  
Workplace Fun

We proposed a theoretical model explaining why workplace fun might enhance the proactive behavior of employee voice, and explored the mediating role of psychological safety in this relationship. Data were collected from a sample of 223 part-time students at three universities located in China, who were taking a Master of Business Administration course. The results of structural equation modeling show that workplace fun had a direct, significantly positive relationship with employee voice behavior, and that there was also an indirect effect through the mediator of psychological safety. These findings shed light on the ways in which workplace fun helps to increase employee voice behavior. Managers of organizations should consider ways to create a work environment that is fun to promote employees' psychological safety and voice behavior. Limitations and directions for future research are discussed.

Unselfish leaders? Understanding the role of altruistic leadership and organizational learning on happiness at work (HAW)

2018 ◽  
Vol 39 (5) ◽  
pp. 633-649 ◽  
Author(s):  
Andres Salas-Vallina ◽  
Joaquin Alegre
Keyword(s):  
Organizational Learning ◽  
Theoretical Model ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Leadership Behavior ◽  
Well Being ◽  
Learning Capability ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine to what extent altruistic leadership (AL) contribute to happiness at work (HAW). In addition, the authors analyze the mediating role of those conditions that facilitate learning in the relationship between AL and HAW. Design/methodology/approach Confirmatory factor analysis by means of structural equation models was performed to check the proposed theoretical model, using a sample of 122 frontline bank employees. Findings Results show that, although specific leadership styles might contribute to employee well-being, it seems the shared characteristic of altruism what significantly impact employees HAW, by means of organizational learning capability. Originality/value Scarce research examines altruism as a leadership behavior. The authors provide to the leadership literature a theoretical model, and empirical evidence that altruism is an essential leadership behavior to promote learning and HAW.

The role of supervisor support for strengths use in promoting perceived employability and career satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Makoto Matsuo
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Supervisor Support ◽  
Well Being ◽  
Equation Modeling ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Strengths Use ◽  
Perceived Employability ◽  
Use Behavior

PurposeThis study aims to examine how perceived supervisor support for strengths use (PSSSU) directly and indirectly facilitates career satisfaction and perceived employability as mediated by strengths use behavior.Design/methodology/approachA two-wave questionnaire survey was administered to nurses (n = 221) and analyzed using structural equation modeling.FindingsResults indicated that PSSSU directly enhanced career satisfaction and indirectly enhanced perceived employability through strengths use behavior.Research limitations/implicationsAs the sample was limited to nurses in a Japanese hospital, it is possible that the characteristics of the national culture and occupation affected the results.Practical implicationsSupport for strengths use is important especially in stressful work environments in order to retain professional employees by enhancing their employability and career satisfaction.Originality/valueThis study extends the literature by identifying the different effects of PSSSU on the two types of career-related well-being. The present research is the first study to show the mediating role played by strengths use behavior in linking PSSSU to perceived employability.

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