Moderating role of psychological empowerment on the relationship between green HRM practices and millennial employee retention in the hotel industry of Bangladesh

2021 ◽  
Author(s):  
Md Asadul Islam ◽  
Dieu Hack‐Polay ◽  
Ahasanul Haque ◽  
Mahfuzur Rahman ◽  
Md Shahadat Hossain
Keyword(s):  
Employee Retention ◽  
Psychological Empowerment ◽  
Hotel Industry ◽  
Hrm Practices ◽  
The Relationship ◽  
Moderating Role

scholarly journals Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matej Grošelj ◽  
Matej Černe ◽  
Sandra Penger ◽  
Barbara Grah
Keyword(s):  
Transformational Leadership ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Added Value ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

Assessing the Nexus Between Employer Branding and Employee Retention: Moderating Role of Organizational Identification

2021 ◽  
pp. 0258042X2110053
Author(s):  
Nawab Ali Khan ◽  
Shubhangi Bharadwaj ◽  
Aaisha Khatoon ◽  
Mohd Tariq Jamal
Keyword(s):  
Organizational Identification ◽  
Employee Retention ◽  
Employer Branding ◽  
Cross Sectional ◽  
Positive Identity ◽  
The Relationship ◽  
Self Administered Questionnaire ◽  
Moderating Role

The purpose of this study is to examine the relationship between employer branding and employee retention. Moreover, this article investigates the moderating effect exerted by organizational identification in the relationship between employer branding and employee retention. The research is cross-sectional with the data gathered from Indian IT employees through a self-administered questionnaire. The data were analysed using regression and PROCESS Macro. The findings provide empirical insights on how employer branding helps in transferring to retaining employees. Also, the moderation analysis highlights the importance of organizational identification in ensuring employees’ long-term association with an organization. The results explicate the criticality of a positive identity in strengthening the effect of employer branding on employee retention. Despite numerous studies, the literature lags in understanding the role of organizational identification as a catalyst in the relationship between employer branding and employee retention.

scholarly journals THE MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT ON THE RELATIONSHIP BETWEEN BENEVOLENT LEADERSHIP AND WELL-BEING IN THE CONTEXT OF EMPLOYEES WITH DISABILITIES

2021 ◽  
Vol 3 (2) ◽  
Author(s):  
Gugup Kismono ◽  
Dwita Safira Pranabella
Keyword(s):  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Negative Impact ◽  
Perceived Discrimination ◽  
Well Being ◽  
Benevolent Leadership ◽  
Employees With Disabilities ◽  
The Relationship ◽  
Moderating Role

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being.Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

How does ethical leadership boost follower's creativity? Examining mediation and moderation mechanisms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajjad Nazir ◽  
Amina Shafi ◽  
Muhammad Ali Asadullah ◽  
Wang Qun ◽  
Sahar Khadim
Keyword(s):  
Ethical Leadership ◽  
Psychological Empowerment ◽  
Voice Behavior ◽  
Employee Creativity ◽  
Content Type ◽  
Creative Behavior ◽  
Innovative Climate ◽  
The Relationship ◽  
Moderating Role

PurposeThe main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study also examines the moderating role of psychological empowerment and innovative climate between ethical leadership and employee creativity.Design/methodology/approachWe used a survey questionnaire to collect multi-wave data from 295 employees working in the IT sector to test the proposed hypotheses of this study.FindingsThe findings revealed that ethical leadership boosts employee creativity, and voice behavior mediates the positive relationship between ethical leadership and employee creativity. Moreover, the results confirm the significant moderating role of psychological empowerment on the relationship between ethical leadership and voice behavior. A positive moderation of innovative climate was also confirmed in the association between voice behavior and creativity. Employees with supportive innovative climate adopt creative behavior when they can voice their concerns freely.Practical implicationsEthical leadership is a vital tool for fostering employee's creativity by providing autonomy to raise their voice at the workplace in the emerging markets.Originality/valueThis is one of the leading researches to emphasize the role of ethical leadership for employee creativity, and the key contribution is to discover voice as a potential mediator for ethical leadership and an innovative climate as a potential moderator in the relationship between voice behavior and employee creativity.

scholarly journals Moderating role of service innovation on the relationship between corporate reputation and performance of hotels in Kenya

2021 ◽  
Vol 10 (1) ◽  
pp. 47-59
Author(s):  
Brenda Musoga ◽  
Louise Ngugi ◽  
Kenneth Lawrence Wanjau
Keyword(s):  
Corporate Reputation ◽  
Hotel Industry ◽  
Service Innovation ◽  
Primary Data ◽  
General Managers ◽  
Study Results ◽  
And Performance ◽  
The Relationship ◽  
Moderating Role

The study aims to evaluate the moderating role of service innovation on the relationship between corporate reputation and the performance of hotels in Kenya. The study design used was cross-sectional descriptive utilizing the mixed approach. The target that served as the study population, was General Managers of all the 4-star hotels in Kenya. Primary data was collected by the use of a self-administered semi-structured questionnaire and secondary data from hotel records, journals, and government publications. Data analysis involved qualitative and quantitative techniques, analyses of variance (ANOVA), and Structural Equation Modelling (SEM) which tested the hypothesized relationship in this study. Statistical software such as Statistical Package for Social Sciences version 21, MS-Excel for Windows 8, Analysis of Moment Structures version 17, and SmartPLS version 2.0 was used for analysis. The theoretical models and hypotheses were tested based on empirical data gathered from 43 General Managers. The study findings indicate that corporate reputation positively and significantly influences performance (C.R = 5.907 at 5% ?-level) and service innovation moderates (R2 change = 0.054) the relationship between corporate reputation and performance. The study results are meant to benefit hotel industry policymakers, academicians, and other opportunistic entrepreneurs. The recommendation is that the hotel industry should invest seriously in corporate reputation so as to influence customer purchase behavior and improved performance.

Determinants of employee retention: a moderated mediation model of abusive leadership and psychological empowerment

2019 ◽  
Vol 51 (7/8) ◽  
pp. 373-386 ◽  
Author(s):  
Sumi Jha
Keyword(s):  
Employee Retention ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Content Type ◽  
Subject Knowledge ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Mediator Variable

Purpose The purpose of this paper is to explore the relationship between psychological safety (PS) and employee retention (ER) when psychological empowerment (PE) is a mediator variable and abusive leadership is a moderating variable. Design/methodology/approach The study was conducted by receiving responses from managers and supervisors of the telecom industry. The sample size was 337. Standard questionnaires were used to collect data. Moderated mediation analysis was conducted to capture the differences on the effect of ER because of the presence of abusive leadership. Findings The findings of the study revealed that the abusive leadership moderates the relationship between employees PS and PE. The mediation effect of PE between PS and ER relationship was found to be significant. The relationship got weaker in the presence of high abusive leadership and stronger in the presence of low abusive leadership. Practical implications The paper discusses the drawbacks of abusive leadership on ER. Abusive leadership may bring immediate results. Employees may respond out of fear but would leave the organization as soon as they will get the opportunity. Originality/value The study on the abusive leadership is relatively less. The moderating role of abusive leadership on ER would add to the subject knowledge.

Context influences on the relationship between views of aging and subjective age: The moderating role of culture and domain of functioning.

2017 ◽  
Vol 32 (5) ◽  
pp. 419-431 ◽  
Author(s):  
Thomas M. Hess ◽  
Erica L. O'Brien ◽  
Peggy Voss ◽  
Anna E. Kornadt ◽  
Klaus Rothermund ◽  
...  
Keyword(s):  
Subjective Age ◽  
The Relationship ◽  
Moderating Role

Moderating Role of Stress, Anxiety, and Depression in the Relationship Between Tinnitus and Hearing Loss Among Patients

2020 ◽  
Vol 34 (4) ◽  
pp. 753-772
Author(s):  
Ammar Ahmed ◽  
Muhammad Aqeel ◽  
Tanvir Akhtar ◽  
Sammeen Salim ◽  
Bashir Ahmed
Keyword(s):  
Hearing Loss ◽  
Psychological Problems ◽  
Anxiety And Depression ◽  
Adaptation Level ◽  
Depression Anxiety Stress Scale ◽  
Neuropsychological Theory ◽  
Anxiety Depression ◽  
The Relationship ◽  
Moderating Role

Adaptation level theory of tinnitus and neuropsychological theory of tinnitus are extensively used frameworks for understanding emotional and psychological distress among tinnitus sufferers. Objective of the present study was to investigate potential associations between hearing loss, tinnitus, anxiety, depression, and stress. The Tinnitus Handicap Inventory (Newman, Jacobson, & Spitzer, 1996) and the Depression, Anxiety, Stress Scale (Lovibond & Lovibond, 1995)scales were administered to a sample of 110 tinnitus outpatients recruited from Audiology departments of Lahore and Rawalpindi hospitals. Results revealed tinnitus was positively linked with psychological problems. Additionally, it was established that tinnitus is a positive significant predictor for anxiety, stress and depression. The moderation models related to the interactions between psychological problems and hearing loss were negative significant predictors for tinnitus symptoms. Moreover, the comparative analysis between gender differences revealed a significant diversity in the levels of stress, anxiety, and depression. Results also elucidated that patients at initial stages of hearing loss were more prone towards reporting tinnitus symptoms along with emerging psychological problems.

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