How does a boundaryless mindset enhance expatriate job performance? The mediating role of proactive resource acquisition tactics and the moderating role of behavioural cultural intelligence

Ethical leadership is become fundamental part for the developing businesses. Due to need of caring and ethical leaders the study consider the ethical leadership aspects by considering follower’s personality traits and inadvertent effects of emotional labor on follower’s job performance and follower’s perceived stress. This implies that when leaders have high and low level of ethical leadership they show an increase in followers’ management of emotions. Study also examined that how ethical leadership influences the organizational outcomes by considering the mediating role of emotional labor and moderating role of personality traits. Questionnaire survey was used to collect the data by different banks of Gujranwala city. 200 responses were collected within one month. Result divulged that ethical leadership has negative effect on follower’s perceived stress and positive impact on follower’ job performance. After applying different statistical tools results indicated that in high ethical leadership employees not show their regulated emotions then followers stress level will increase and their performance of the job will decrease. Findings show that in moderate level ethical leadership employees showed their genuine emotions which increases their job performance and decreases their stress. Results revealed that employees management of emotions (surface acting and deep acting ) increases the employees job performance and decreases the followers perceived stress when followers personality traits are moderated. In the last of article research limitations, implications and directions for further research also included

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Gossiping about outsiders: How time-related work stress among collectivistic employees hinders job performance

Journal of Management & Organization ◽

10.1017/jmo.2019.56 ◽

2019 ◽

pp. 1-16

Author(s):

Dirk De Clercq ◽

Inam Ul Haq ◽

Muhammad Umer Azeem

Keyword(s):

Job Performance ◽

Work Stress ◽

Self Esteem ◽

Job Tasks ◽

Mediating Role ◽

Sufficient Energy ◽

Experience Of Time ◽

Related Stress ◽

Moderating Role

AbstractThis study investigates the connection between employees’ experience of time-related work stress and their job performance, with a particular focus on the mediating role of their propensity to engage in negative gossip and the moderating role of their collectivistic orientation. The results based on multisource, three-wave data from employees, their peers, and supervisors in Pakistani organizations show that an important reason that time-related work stress might diminish job performance is that employees expend significant energy discussing their negative evaluations of other organizational members with peers, possibly as a way to protect their self-esteem resources. This mediating role of gossip is also invigorated by employees’ collectivistic orientation. For organizations, this study identifies a key mechanism – informal conversations with peers about the flaws of others in the organization – by which time-related stress prevents employees from allocating sufficient energy to completing their job tasks, and it reveals that this process is more likely among collectivistic employees.

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Effects of union commitment on job performance in China

Personnel Review ◽

10.1108/pr-06-2019-0323 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Wenyuan Huang ◽

Chuqin Yuan ◽

Jie Shen ◽

Min Li

Keyword(s):

Job Performance ◽

Affective Commitment ◽

Employee Participation ◽

Mediating Effect ◽

Union Commitment ◽

Content Type ◽

Mediating Role ◽

The Impact ◽

Moderating Role

PurposeThis study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment.Design/methodology/approachIn this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region.FindingsThe results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation.Practical implicationsThis study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China.Originality/valueThis study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.

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Moderating Role of User Experience and IT Reliability in Controlling Influence on Job Performance and Organizational Performance

E+M Ekonomie a Management ◽

10.15240/tul/001/2021-1-005 ◽

2021 ◽

Vol 24 (1) ◽

pp. 66-83

Author(s):

Agnieszka Bieńkowska ◽

Katarzyna Tworek ◽

Anna Zabłocka-Kluczka

Keyword(s):

Job Performance ◽

Organizational Performance ◽

Empirical Research ◽

User Experience ◽

Mediating Role ◽

Research Gap ◽

Role Of It ◽

The Impact ◽

Moderating Role

Controlling is a method, which is most often used in contemporary organizations. The expectation of improvement of the organization’s results is the most important reason of controlling implementation. The relation between controlling use and organizational performance is often taken for granted, however there are no comprehensive research explaining in detail how it affects results of organization functioning. The article attempted to fill in the existing research gap and explain how controlling affects results of organization functioning. The analysis concerned the impact of controlling use on both job performance and organizational performance. Since the job performance in case of controlling is increasingly dependent on the IT solutions, the analysis concerned the impact of IT reliability and User Experience (UX) on the developed model of the controlling influence on organizational performance. In that context the aim of the article was to clarify the mechanism of controlling use influence on organizational performance – considering the mediating role of job performance of employees and moderating role of IT solutions (the impact of UX and IT reliability on the relations between controlling, job performance and organizational performance). Formulated hypotheses were verified empirically on the sample of 637 organizations (349 operating in Poland and 288 operating in Switzerland). The presented results of empirical research allowed for the construction of a mediating model demonstrating the impact of controlling use on both job performance and organizational performance and shown that UX and IT reliability are moderators of the relation between the controlling use and job performance, and the relation between job performance and organizational performance.

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