Singapore study shows supervisors' support increases work engagement of employees who are parents of children with special needs and disabilities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Special Needs ◽  
Work Engagement ◽  
Organizational Support ◽  
Design Methodology ◽  
Severe Disabilities ◽  
Content Type ◽  
Family Friendly ◽  
Disability Severity ◽  
The Impact ◽  
Self Administered Questionnaire

Purpose The authors said their study was the first to consider the impact of organizational support on parents of children with SND in Singapore. Although there has been a lot of research on the effects of organizational support, it has not focused on this area. Design/methodology/approach The authors collected data from 224 employees who were parents of children with SND in Singapore. They used a self-administered questionnaire. Findings For high supervisor’s support levels, high disability severity was associated with increased work engagement levels, but for low supervisor’s support levels, high disability severity was associated with lower work engagement levels. Meanwhile, the patterns were reverse for co-workers. High coworkers’ support levels were associated with reduced engagement. At the same time, the results showed the impact of coworkers’ support on work engagement was especially beneficial for employees whose children faced less severe disabilities. Originality/value The authors argue that the results provided powerful evidence that HR practitioners should strive to create a family-friendly culture in a constructive and understanding way.

Examining the impact of social exchange relationships on innovative work behaviour

2014 ◽  
Vol 20 (3/4) ◽  
pp. 102-120 ◽  
Author(s):  
Upasna A. Agarwal
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Knowledge Work ◽  
Work Behavior ◽  
Western India ◽  
Employee Behavior ◽  
Content Type ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

Purpose – This paper concurrently examines the antecedents, moderator as well as mediator of innovative work behavior (IWB). Design/methodology/approach – The paper reports a quantitative study of 510 managers from two service organizations based in western India. The focus of the paper is to examine the predictive ability of leader–member exchange (LMX), perceived organizational support (POS) and engagement on employees' IWB. Role of LMX as moderating variable (in POS–IWB relationship) and work engagement as the underlying mechanism explaining the relationship between predicting variables (LMX and POS) and IWB is tested. Findings – Results suggest that LMX, POS and work engagement positively relate to innovative employee behavior; LMX moderates the relationship between POS and innovative employee behavior. Additionally, work engagement mediates the relationship of LMX and POS with IWB. Research limitations/implications – Although this study is cross-sectional in nature, its findings have implications for contemporary leadership and organizational psychology research. Originality/value – This study significantly contributes to four different bodies of knowledge–work engagement, LMX, POS and IWB. The study also contributes in terms of its context. With increasing multinational opening their business in India, an understanding of employee motivation has become an important concern. This research is one of the rare attempts to examine engagement levels of Indian managerial employees.

scholarly journals Factors affecting pre-visit destination image: application on the Grand Egyptian Museum (GEM)

2020 ◽  
Vol 2 (3) ◽  
pp. 215-234
Author(s):  
Samia Adly Hanna El Sheikh
Keyword(s):  
Design Methodology ◽  
Destination Image ◽  
Content Type ◽  
Factors Affecting ◽  
Secondary Sources ◽  
Equation Modelling ◽  
Cultural Sites ◽  
The Impact ◽  
Self Administered Questionnaire ◽  
Practical Implications

Purpose The purpose of this study is to investigate through an empirical research the factors that would attract visitors to heritage and cultural sites as museums applied on the Grand Egyptian Museum (GEM). The paper aims to study the impact of the proposed attraction features learning/knowledge, museum facilities, fun/entertainment and socializing and accessibility/location on pre-visit destination image. Design/methodology/approach The author started by a thorough literature review to arrive to the suggested conceptual model, which is tested by adopting a quantitative approach where data were collected using a self-administered questionnaire from a convenient sample of 300 respondents with 90% response rate and used partial least squares – structure equation modelling using Smart PLS v.3.2.8. Findings The results show that three of the tested factors were accepted and one was rejected. Practical implications Management of GEM, which will be one of the biggest museums world-wide, can make use of the empirical results of this research to enhance their understanding of the factors that impact pre-visit destination image, and thus, most attract visitors to justify the budget set in this huge project and achieve highest visitation and revenue Originality/value This research deals with a new museum that has not opened its doors yet and will start functioning in late 2020, and thus, the pre-visit image of the museum is not based on previous experience of visitors but rather on secondary sources as messages sent to visitors based on attraction features, while most previous studies dealt with post-visit image of museums

The moderating effect of self-efficacy and gender on work engagement for restaurant employees in the United States

2017 ◽  
Vol 29 (1) ◽  
pp. 624-642 ◽  
Author(s):  
Juan Liu ◽  
Seonghee Cho ◽  
Eka Diraksa Putra
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Intent To Leave ◽  
The United States ◽  
Moderating Effect ◽  
Content Type ◽  
Restaurant Employees ◽  
And Gender ◽  
The Impact

Purpose The purpose of the study was to examine the moderating effect of self-efficacy and gender on work engagement. Design/methodology/approach The survey study was conducted on 149 restaurant employees, and multiple regression analyses were used to analyze the data. Findings Self-efficacy significantly moderated the impact of perceived organizational support on work engagement, but the moderating effect of self-efficacy was only significant for women with low self-efficacy. Self-efficacy did not moderate the impact of work engagement on intent to leave. Practical implications The results of the study provide suggestions for managing men and women with different levels of self-efficacy in the hospitality workplace. Originality/value The focus of previous studies on work engagement has primarily been on its antecedents and outcomes, but little is known about individual differences in the relationship between work engagement and its antecedents/outcomes. This is the first study investigating self-efficacy and gender as moderators of work engagement in the hospitality industry.

How total reward packages were impacted by Greece's recession

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Design Methodology ◽  
Private Insurance ◽  
Employee Benefit ◽  
Content Type ◽  
Total Reward ◽  
Diversity And Inclusion ◽  
Family Friendly ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper explores the impact of employee benefit reductions during Greece's 2012-2015 recession, which a third of survey respondents experienced. Recession-driven employee benefit cuts negatively affected women more than men, as women value benefits like childcare allowances the most highly. This introduces a diversity and inclusion dimension to recessionary impacts. A way of attracting and retaining female talent building and maintaining a self-managed rewards system with enough flexibility to suit employees' life priorities, regardless of their gender. Overall, private insurance like health insurance was the most valued benefit, followed by family friendly benefits. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sharia motivation in Muslim tourism definition, is it matter?

2019 ◽  
Vol 10 (3) ◽  
pp. 709-723 ◽  
Author(s):  
Hardius Usman ◽  
Nurdin Sobari ◽  
Lia Estika Sari
Keyword(s):  
Multivariate Analysis ◽  
Special Needs ◽  
Design Methodology ◽  
Target Population ◽  
Content Type ◽  
Paired Sample ◽  
Tourist Satisfaction ◽  
Definition Of ◽  
The Impact ◽  
Positive Effect

Purpose This study aims to identify the terminology that is in accordance with the reality of Muslim tourism market, especially from the perspective of Sharia motivation, between Halal tourism and Islamic tourism; provide information on the special needs of Muslim travelers based on the dominant motivational differences; and find the impact of Sharia motivation and the special needs of Muslim tourists to their satisfaction. Design/methodology/approach The target population in this study is Muslim traveler at least 18 years old who has been traveling throughout Indonesia. Paired sample t-Test, multivariate analysis of variance and the multiple linier regression are applied for data analysis. Findings This study finds that Sharia motivation is less dominant in encouraging Muslims to travel; Sharia motivation has no impact on the importance of Sharia transportation, generic transportation and generic activities; and the dominance of Sharia motivation does not affect Muslim tourist satisfaction. However, the dominance of Sharia motivation has an influence on the importance of Sharia accommodation and Sharia activities, where both variables have positive effect on satisfaction. In the end, this study concludes that it is better to use the concept of Halal tourism than Islamic tourism. Originality/value This paper investigates the term of Halal tourism and Islamic tourism that are still ambiguous; even some researchers consider that the definition of both is similar.

External career mentoring and mentor turnover intentions

2019 ◽  
Vol 7 (3) ◽  
pp. 342-356
Author(s):  
Robert W. Renn ◽  
Robert Steinbauer ◽  
Tobias Michael Huning
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Turnover Intentions ◽  
Work Outcomes ◽  
Mentoring Program ◽  
Business Professionals ◽  
Southeastern Usa ◽  
Content Type ◽  
The Impact ◽  
Practical Implications

Purpose Although studies have improved understanding of the relation between external career mentoring and mentor work outcomes, an important question remains regarding whether this mentoring function influences mentor turnover intentions. The purpose of this paper is to investigate the impact of career mentoring outside the workplace on mentor turnover intentions. Design/methodology/approach Data were collected from 101 working business professionals in the southeastern USA at two points in time who provided career mentoring to business student protégés in an eight-month university sponsored mentoring program. Findings As hypothesized, moderated mediation analysis indicated that amount of external career mentoring negatively related to mentor turnover intentions and that the indirect effect of external career mentoring on mentor turnover intentions via mentor work engagement was stronger when both mentor protégé satisfaction and meeting frequency were high vs low. A two-way interaction revealed that mentors reporting higher protégé satisfaction had lower turnover intentions when meeting frequency was high vs low. Originality/value The findings help clarify the external career mentoring and mentor turnover intentions relation and have valuable theoretical implications for research on the benefits external mentoring can provide mentors. They also have practical implications for using external mentoring to enhance mentor work engagement and reduce mentor turnover intentions.

The impact of the adoption of green marketing on corporate performance of non-profitable organizations: empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hani Al-dmour ◽  
Haifa Hadad ◽  
Rand Al-dmour
Keyword(s):  
Social Responsibility ◽  
Empirical Study ◽  
Developing Country ◽  
Design Methodology ◽  
Corporate Performance ◽  
Green Marketing ◽  
Content Type ◽  
The Impact ◽  
Self Administered Questionnaire ◽  
Structured Questionnaire

Purpose This study aims to examine the impact of green marketing adoption on non-profitable organizations’ performance in Jordan. Design/methodology/approach A structured questionnaire was developed to collect the needed data and test the developed hypotheses to investigate the impact of green marketing adoption on non-profitable organizations’ performance. The data was collected using a self-administered questionnaire distributed to 183 respondents in non-profitable organizations operating in Jordan. Findings The findings indicate that the extent of green marketing adoption by profitable organizations in Jordan is relatively moderate. They also confirm that the corporate performance of non-profitable organizations is positively associated with the extent of adoption of green marketing dimensions, particularly environmental and social responsibility aspects. Originality/value Reviewing the existing literature revealed that similar studies had not previously been undertaken in Jordan as a developing country.

scholarly journals Impact of work-family balance results on employee work engagement within the organization: The case of Slovenia

PLoS ONE ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. e0245078
Author(s):  
Jasmina Žnidaršič ◽  
Mojca Bernik
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Positive Impact ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact ◽  
Employee Work Engagement ◽  
Policies And Practices

Background and purpose Organizations strive to increase the work engagement of their employees, as engaged employees are more productive employees, but often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of work-family balance and work engagement, but there is lack of research that explores the relationship between the concepts. Our research fills a research gap in investigating the impact of work-family balance on work engagement, both directly and through individual perceptions of organizational support for work-family balance. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family balance, work-life balance and work engagement. Methods Using validated questionnaires, we collected data on organizational support for work-family balance (family-friendly policies and practices, support by leader, support by co-workers, working hours and complexity of work), work-family balance and work engagement. The quantitative data for our analysis was collected through a survey of 343 online participants who were employees in various positions in companies in Slovenia. The results Our results show that the organization's work-family balance policies and practices, such as support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the individual's work-family balance, that work-family balance leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement. Conclusion Knowledge of important work-family balance implications with an understanding of organizational support for work-family balance and the relationships between the constructs of work-family balance and work engagement can be beneficial to business leaders. This understanding can help them to strengthen employee work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity.

How does mentoring influence protégés’ work engagement? Roles of perceived organizational support and family-like employee-organization relationship

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fang Yang ◽  
Pingqing Liu ◽  
Shuang Xu
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Northwest China ◽  
Limited Attention ◽  
Multiple Mediation ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose Drawing upon organizational support theory and family-like exchange perspective, this paper aims to investigate whether mentoring influences protégés’ work engagement, and the roles of perceived organizational support (POS) and family-like employee-organization relationship (FEOR) between mentoring and protégés’ work engagement. Design/methodology/approach Matched data were collected from 290 protégés and their mentors in two large state-owned enterprises in Northwest China. Multiple regression analyses and bootstrapping methods were used to test the hypotheses. Findings The results show that mentoring is positively related to protégés’ work engagement, and POS and FEOR play multiple mediation roles in the relationship between mentoring and protégés’ work engagement. Research limitations/implications The primary contribution of this study is exploring the impact of mentoring on protégés’ work engagement. Additionally, this study uses organizational support and family-like exchange perspective to understand how mentoring influences protégés’ work engagement. Originality/value Despite a few studies examining the effect of mentoring on protégés’ work engagement, but focusing excessively on organizational socialization and social exchange, as such, limited attention has been given to the role of emotions. This is, to the best of the authors’ knowledge, the first study to investigate the effect of emotional factors (including POS and FEOR) on the relationship between mentoring and protégés’ work engagement in Chinese organizational culture.

scholarly journals Perceived organizational support and work engagement of employees with children with disabilities

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abraham Stefanidis ◽  
Vasilis Strogilos
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Children With Disabilities ◽  
Positive Impact ◽  
Hierarchical Regression ◽  
Empirical Examination ◽  
Content Type ◽  
Research Findings ◽  
Employed Parents ◽  
Disability Severity

PurposeThe purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work engagement levels of employees who are parents of children with special needs and disabilities (SND).Design/methodology/approachThe authors employed a self-administered survey questionnaire in Singapore and collected 224 useable responses. They used moderated hierarchical regression analysis to assess the relationships among organizational support, employees' child disability severity and levels of work engagement.FindingsThe research results indicated that higher levels of supervisor's and coworkers' support have a positive impact on work engagement levels of employees with children with SND. In addition, the authors observed that supervisor's support and coworkers' support moderate the relationship between employee’s child's disability severity and work engagement levels.Research limitations/implicationsThe results contribute to the introduction of a discussion about supportive practices directed toward this diverse group of employees in Singapore. The research findings are country-specific.Practical implicationsThe authors propose that human resource management practitioners could craft policies that may trigger tangible and emotional support by supervisors and coworkers of employees with children with disabilities, depending on employees’ children's disability severity.Originality/valueThis research is the first empirical examination that measures the work engagement levels of employed parents of children with SND in Singapore, considering both organizational and family dimensions.

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