scholarly journals Organizational virtuousness, subjective well-being, and job performance

2020 ◽  
Vol 12 (2) ◽  
pp. 115-138
Author(s):  
Remy Magnier-Watanabe ◽  
Toru Uchida ◽  
Philippe Orsini ◽  
Caroline F. Benton
Keyword(s):  
Job Performance ◽  
National Culture ◽  
Structural Equation ◽  
Past Research ◽  
Well Being ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Content Type ◽  
Building Activities

PurposePast research has convincingly shown that higher employee subjective well-being, or happiness, is a source of higher job performance and retention. This paper therefore examines the relationships between organizational virtuousness, subjective well-being, and individual job performance among French and Japanese employees.Design/methodology/approachA questionnaire survey was conducted among Japanese and French managers and staff at Japanese and French domestic companies and structural equation modeling was employed to compare those associations.FindingsWe found that the Japanese and the French have different conceptualizations of organizational virtuousness, suggesting that firms must tailor their virtue-building activities based on the local culture. Subjective well-being is comparatively more important in Japan since it acts in complement to organizational virtuousness to positively affect job performance, while in France, only organizational virtuousness counts as a source of job performance.Research implicationsNational culture is revealed to be a new factor explaining differences in how employees consider organizational virtuousness and we provide evidence of positive associations of organizational virtuousness with positive subjective well-being and with job performance for both the Japanese and the French.Practical implicationsOrganizational virtuousness cannot be construed from a universalistic perspective where virtues are conceptualized on the same basis regardless of location or region, and firms should also consider their employees' individualist or collectivist inclination when trying to influence work outcomes.Originality/valueThese findings point to the role of national culture on the perception of organizational virtuousness and its effect on subjective well-being and job performance.

Exploring the consequences of knowledge hiding: an agency theory perspective

2020 ◽  
Vol 35 (2) ◽  
pp. 71-84
Author(s):  
Violetta Khoreva ◽  
Heidi Wechtler
Keyword(s):  
Job Performance ◽  
Agency Theory ◽  
Structural Equation ◽  
Well Being ◽  
Organizational Knowledge ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Content Type ◽  
Individual Level ◽  
Knowledge Hiding

PurposeThe purpose of the study is to explore empirically the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective. Hence, in line with agency theory and prior literature on knowledge hiding, the study investigates the associations between different facets of knowledge hiding and individual-level job performance, as well as the mediating role of employee well-being in the associations.Design/methodology/approachStructural equation modeling was used to analyze multisource survey data from a sample of 214 employees and 34 immediate supervisors, in a professional services company in Finland.FindingsEvasive hiding was found to be negatively associated with in-role job performance and positively associated with innovative job performance. Playing dumb was found to be positively associated with in-role job performance. Finally, even though the association between rationalized hiding and innovative job performance was found to be positive, it was found to be of a smaller magnitude when employee well-being was taken into account.Practical implicationsForceful unhealthy competition and exploitative and workaholic cultures are discussed to reduce knowledge hiding behavior among employees and their negative consequences.Originality/valueThe study highlights the paradox of managing organizational knowledge. In line with agency theory, we advocate that while knowledge sharing is one of the major assets of organizational welfare from the organizational perspective, it may resonate with the employee's perspective. Consequently, unless employees' self-interest and organizational interests are aligned, the paradox of managing organizational knowledge arises, and the classic agency problem occurs.

The costs and benefits of going beyond the call of duty

2019 ◽  
Vol 69 (2) ◽  
pp. 252-270
Author(s):  
Navneet Kaur ◽  
Lakhwinder Singh Kang
Keyword(s):  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Past Research ◽  
Well Being ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Role Overload ◽  
Costs And Benefits ◽  
Psychological Well Being ◽  
Content Type

Purpose Past research has generally associated organizational citizenship behavior (OCB) with positive individual and organizational outcomes, paying little attention to its possible costs for individuals. Drawing from the conservation of resource theory (COR), the purpose of this paper is to address this gap by developing an integrative framework that simultaneously investigates the potential costs and benefits of OCB for individuals. In addition, the paper also investigates the down-streaming effects of OCB on workplace well-being (job satisfaction and affective commitment) favorably via psychological well-being and unfavorably via role overload. Design/methodology/approach A sample of 566 employees working in private sector banks in India was collected by using multi-stage random sampling approach. Structural equation modeling (SEM) was used to test the hypothesized relationships. Parallel mediation regression analysis was used for ascertaining the specific indirect effects of the two parallel mediators. Findings Results indicate that OCBs targeted toward co-workers (OCBI), organization (OCBO) and customers (OCBC) were positively associated with psychological well-being. Simultaneously, OCBO was found to be positively associated with higher role overload. Further, psychological well-being and role overload mediated the effect of various dimensions of OCB on employees’ workplace well-being. Originality/value The study contributes to the existing literature by investigating both the beneficial and detrimental effects of various dimensions of OCB into one theoretical framework. By doing so, the study attempts to bridge the gap in the literature by linking these two divergent streams of research, i.e. whether OCB is beneficial or costly for individuals.

scholarly journals Examining an integrative model of resilience, subjective well-being and commitment as predictors of organizational citizenship behaviours

2019 ◽  
Vol 27 (5) ◽  
pp. 1274-1297 ◽  
Author(s):  
Happy Paul ◽  
Umesh Bamel ◽  
Ashok Ashta ◽  
Peter Stokes
Keyword(s):  
Organizational Citizenship ◽  
Structural Equation ◽  
Organizational Context ◽  
Strong Support ◽  
Well Being ◽  
Integrative Model ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Content Type ◽  
Affect Balance

Purpose A review of the emerging scholarly literature on positive organizational scholarship indicates a need to pursue cognitive, emotional and motivational mechanisms which translate into positive states and outcomes in organizations. Responding to this, this paper aims to test a mediation model linking resilience and organizational citizenship behaviors (OCB) through subjective well-being (SWB) components (i.e. life satisfaction and affect balance) and organizational commitment (OC) components. Design/methodology/approach Data were collected from 345 employees working in the Indian manufacturing industry. The study used structural equation modeling using AMOS to conduct bootstrapped mediation analyses. Findings Results showed that SWB and OC components mediated the resilience-OCB relationship. Results offered strong support for the role of affect balance (high positive and low negative affect) and affective commitment in mediating the influence of resilience on OCB. Originality/value The study not only tested the applicability of resilience in an organizational context to predict coveted positive outcomes but also identified the underlying mechanism as how psychological resource capacities like resilience contribute to OCBs.

The impact of job content on employability and job performance in public organizations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Izabela Marzec ◽  
Agata Austen ◽  
Aldona Frączkiewicz-Wronka ◽  
Bogna Zacny
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Public Organizations ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
The Subject ◽  
Job Content ◽  
The Impact

PurposeThe increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?Design/methodology/approachThe paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).FindingsIt was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.Originality/valueThe study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

A re-examination of conspicuous sport consumption theory on golf and skiing from leisure involvement perspective

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Huimin Song ◽  
Ting-ting Zeng ◽  
Brian H. Yim
Keyword(s):  
Structural Equation ◽  
Leisure Activities ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Content Type ◽  
Leisure Involvement ◽  
Sport Consumption ◽  
Proposed Model

PurposeThe purpose of this study was to examine the relationship between leisure involvement (LI), conspicuous sport consumption and subjective well-being (SW) for two luxury leisure activities: golf and skiing.Design/methodology/approachThe authors collected data from Guangdong Province (golf, n = 342) and Jilin Province (skiing, n = 310) and examined the proposed model using structural equation modeling (SEM) and tested the mediating effect of conspicuous sport consumption using bootstrapping method.FindingsThe findings show that the proposed model explained the relationships among LI, conspicuous sport consumption and SW. Furthermore, the findings suggest that LI and conspicuous consumption (CC) can elevate sport participants' perception of SW, enriching leisure-class theory.Originality/valueThe authors’ findings contribute to the domain of CC in sport participant and leisure research and provide significant implications for the sport tourism marketers.

Work Life Balance and Job Satisfaction - A Structural Equation Modeling

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 156-162
Author(s):  
Dr. D. Shoba ◽  
Dr. G. Suganthi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Life Balance ◽  
Study Results

Work-Life balance has its importance from ancient days and the concept is very old, from the day the world has been created. There was a drastic change that has occurred in the market of teachers and their personal profiles. There are tremendous changes in various families which have bartered from the ‘breadwinner’ role of traditional men to single parent families and dual earning couples. This study furnishes an insight into work life balance and job satisfaction of teachers working in School of Villupuram District. The sample comprises of 75 school teachers from Government and private schools in Villupuram District. The Study results that there is increasing mediating evidence in Work-life balance as well as Job satisfaction of teachers are not affected by the type of school in which they are working. Job satisfaction or Pleasure of life will be affected as a whole by Work life balance of an individual which is the main which can be calculated by construct of subjective well being.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

scholarly journals Family Solidarity, Social Support, Loneliness, and Well-Being Among Older Adults in Rural China

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 319-320
Author(s):  
Xiaoyan Zhang ◽  
Merril Silverstein
Keyword(s):  
Older Adults ◽  
Life Satisfaction ◽  
Adult Children ◽  
Child Support ◽  
Structural Equation ◽  
Total Population ◽  
Well Being ◽  
Equation Modeling ◽  
National Bureau ◽  
Subjective Well Being

Abstract China is experiencing a large increase in elderly population. In 2019, China’s population aged 60 and above had reached 253 million, accounting for 18.1% of the total population (National Bureau of Statistics of China, 2020). By 2050, the number of adults aged 60+ would be up to 430 million, reaching one third of the total population (Du, Zhai & Chen, 2005). Considering such a rapid aging process and the existing large number of older adults in China, it becomes imperative to investigate how psychosocial factors affect this group’s subjective well-being. This study proposed that, among older adults, higher support received from each of the three relational sources (adult children, family and friends) were associated with reduced loneliness and improved well-being. Structural equation modeling was conducted using a sample of rural adults aged 60 and older (N= 1142) from the 2018 wave of data from the Longitudinal Study of Older Adults in Anhui Province, China. Findings indicated that support from adult children directly and indirectly decreased older adults’ depression and improved their life satisfaction through loneliness; while support from family members directly decreased depression but did not directly improve life satisfaction or indirectly improve well-being through loneliness. Although support from friends did not have a significant impact on older adults’ well-being, it indirectly improved well-being through reduced loneliness. Findings have implications for programs or interventions targeting both parent -adult-child support and friends support and reducing rural older adults’ loneliness.

Work from home: Indonesian employees' mental well-being and productivity during the COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Auditya Purwandini Sutarto ◽  
Shanti Wardaningsih ◽  
Wika Harisa Putri
Keyword(s):  
Psychological Health ◽  
Structural Equation ◽  
Work Performance ◽  
Well Being ◽  
Path Model ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Psychological Well Being ◽  
Content Type ◽  
Mental Well Being

PurposeThe purpose of this study is to explore to what extent employees' mental well-being affects their productivity while working from home (WFH) during the COVID-19 crisis and whether mental well-being and productivity differ across some socio-demographic factors.Design/methodology/approachA cross-sectional study with online questionnaires was designed with 472 valid responses in Indonesia. Depression, Anxiety and Stress Scale (DASS-21) and Individual Work Performance Questionnaire (IWPQ) were administered. Non-parametric tests and structural equation modeling were employed to analyze the data.FindingsThe prevalence of depression was 18.4%, anxiety 46.4% and stress 13.1%, with relatively good productivity. Gender, age, education level, job experiences, marital status, number of children and nature of the organization were associated with the employees' psychological health but not with their productivity, while the workspace availability influenced both outcomes. The study path model showed the negative correlation between WFH employees' psychological well-being and productivity.Research limitations/implicationsThis study may contribute to the implication of current mandatory WFH on mental well-being and productivity. Further studies need to address the representativeness and generalizability issues as well as incorporating potential stressors.Practical implicationsOrganizations may adopt WFH as a future working arrangement and identify the individual and occupational characteristics that provide the most impacts on productivity. It is also necessary for them to develop proper strategies to mitigate the psychological risks and overcome the WFH challenges.Originality/valueThere is still a lack of studies investigating the relationship between simultaneous effects of WFH on psychological well-being and productivity, and how they affect some socio-demographic variables in the context of COVID-19.

Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abinash Panda ◽  
Subhashis Sinha ◽  
Nikunj Kumar Jain
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Social Exchange ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Supervisory Support ◽  
Content Type ◽  
Job Meaningfulness

PurposeGuided by social exchange, broaden and build and conservation of resources theoretical perspectives, this study explores the moderated mediating role of supervisory support (SS) on the relationship between job meaningfulness (JM) on job performance (JP) through employee engagement (EE).Design/methodology/approachField data were collected from two hundred and nineteen executives and their thirty-eight supervisors of a large paint manufacturing industry through a time-lagged research design and was analyzed with partial least squares based structural equation modeling.FindingsFindings of this study indicate that JM mediated by EE contributes to JP, which means if an employee finds one's job meaningful, she/he is likely to be more engaged emotionally, psychologically and cognitively to deliver better JP. SS is also found to be salient as it moderates both direct and indirect relationships between JM and JP through EE.Research limitations/implicationsGeneralizability of the findings of this study should be done with caution. Though the study has time-laggard data from two different sources but missing longitudinal data restricts causality of relationships/findings.Practical implicationsThese findings are relevant for organizations given that organizational leaders can create a context, by appropriate job design and engaging work context that motivates employees to perform better in their jobs. Insights of this study will be useful for organizations to curate meaningful jobs for their employees and also groom leaders with requisite skills and competencies to help subordinates perform up to their potential.Originality/valueThis study is an attempt toward a better understanding of the interplay of JM, work engagement and SS on JP in a manufacturing set-up in India, which has not been hitherto examined in Indian context.

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