Job security and work performance in Chinese employees: The mediating role of organisational identification

2015 ◽  
Vol 51 (2) ◽  
pp. 123-129 ◽  
Author(s):  
Bing Ma ◽  
Shanshi Liu ◽  
Donglai Liu ◽  
Hongchun Wang
Keyword(s):  
Work Performance ◽  
Job Security ◽  
Mediating Role

Does work engagement mediate the perceived career support- and career adaptability- work performance relationship?

2019 ◽  
Vol 12 (2) ◽  
pp. 310-327 ◽  
Author(s):  
Manish Gupta
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Career Adaptability ◽  
Career Support ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance. Design/methodology/approach Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework. Findings Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially. Research limitations/implications Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance. Practical implications The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work. Originality/value To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

Benevolent leadership, perceived supervisory support, and subordinates’ performance

2017 ◽  
Vol 38 (7) ◽  
pp. 897-911 ◽  
Author(s):  
Simon C.H. Chan
Keyword(s):  
Work Performance ◽  
Psychological Empowerment ◽  
Manufacturing Plant ◽  
Supervisory Support ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Supervisory Support ◽  
Benevolent Leadership ◽  
Objective Performance

Purpose The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent leadership and subordinates’ objective performance (from appraisal report evaluated by immediate supervisors after a year) over time. Design/methodology/approach A sample of 312 employees in a manufacturing plant in the People’s Republic of China was collected. Descriptive statistics and linear regression analyses were used to analyze the data. Findings The results indicated that PSS mediated the relationship between benevolent leadership and subordinates’ objective performance. This positive relationship of benevolent leadership and subordinates’ performance was stronger when supervisors exhibited higher levels of psychological empowerment. Research limitations/implications The main limitation of this study is that the sample was collected from the administrative staff of a manufacturing plant in China. The results may not be generalized in different contexts and professions, given the contextually and culturally specific setting. Practical implications Benevolent leadership appears to be effective in driving the work performance of subordinates. Originality/value The relationships among benevolent leadership, PSS, and work performance of subordinates have shown significant explanation.

Effect of Peer Work Performance on the Focal Employee’s Voice Taking: The Role of Trust and Self-Construal

2020 ◽  
pp. 003329412090552
Author(s):  
Guanglei Zhang ◽  
Silu Chen
Keyword(s):  
Work Performance ◽  
Mediating Role ◽  
Self Construal ◽  
Interdependent Self ◽  
The Relationship

Based on persuasion theory, this study examines the influence of peer work performance on the focal employee’s voice-taking relationship. Our study purposes that peer work performance contributes to the focal employee’s cognition-based trust and that their interdependent self-construal moderates this relationship. Our study suggests that cognition-based trust mediates the relationship between peer work performance and the focal employee’s voice taking. Finally, we intend to show that the focal employee’s interdependent self-construal moderates the mediating role of cognition-based trust in transmitting the effect of peer work performance on the focal employee’s voice taking. Analyses of the data collected from China support these hypotheses.

scholarly journals Impact of Local employee Guanxi on Job Satisfaction and TurnoverIntention: the Mediating Role of Job Security

2016 ◽  
Vol 12 (2) ◽  
pp. 170
Author(s):  
Mohammed Abdulwahab Alwaheeb ◽  
Liao Jianqiao
Keyword(s):  
Saudi Arabia ◽  
Sampling Methods ◽  
Job Security ◽  
Foreign Workers ◽  
Data Sampling ◽  
Recent Past ◽  
Job Market ◽  
Mediating Role ◽  
Research Type

In the recent past, Saudi Arabia has experienced an influx of foreign workers. Most of the jobs that were traditionally occupied by the locals are now taken up by foreign workers. We explore the Guanxi and country policies that have dictated the job situation in this particular region. (Cooper, 2006) In this article we look into the both literature review and research methodologies used in the study. The exchange favors and the relationships created with business mindset are as well suggested. Additionally this article elaborates on the research type of research used in establishing the predetermined objectives. Data sampling methods and their significance are considered. It gives a reflection on the real Guanxi policies on the job market currently (Eisenberger, 2001). The article investigates the policies implemented to curb conflict development between locals and foreigners. The implications of the Guanxi policies are implemented. Given that the locals are now skilled to occupy the jobs but are still missing the opportunities.

The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Djoen San Santoso
Keyword(s):  
Job Satisfaction ◽  
Sri Lanka ◽  
Job Stress ◽  
Turnover Intention ◽  
Job Security ◽  
Content Type ◽  
Mediating Role ◽  
Stress Levels ◽  
The Relationship

PurposeThe present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.Design/methodology/approachData were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.FindingsResults support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.Originality/valueIn identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

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