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.

Exploring the impact of abusive supervision on employee' voice behavior in Chinese construction industry: a moderated mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Naseer Abbas Khan ◽  
Ali Nawaz Khan
Keyword(s):  
Construction Industry ◽  
Work Engagement ◽  
Self Efficacy ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Psychological Climate ◽  
Employee Voice ◽  
Voice Behavior ◽  
Content Type ◽  
The Impact

PurposeThe purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.Design/methodology/approachThis study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.FindingsThe results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.Originality/valueThis study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

Perceived organizational support, self-efficacy and work engagement: testing for the interaction effects

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Abbey Kalenzi ◽  
Rehema Namono
Keyword(s):  
Primary Education ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Education Industry

PurposeThe purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry.Design/methodology/approachThe paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE.FindingsThe scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE.Research limitations/implicationsThe study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time.Practical implicationsAttempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry.Originality/valueThis is the first study that tests the interactive effects of POS and SE on WE in Uganda's primary education industry.

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.

Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Ahmed Jowalie Wampande ◽  
Joseph Kasango ◽  
Ongario Ronald Emojong
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Explanatory Role ◽  
Content Type ◽  
Strong Positive Relationship ◽  
Education Industry ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry.FindingsAnalysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement.Research limitations/implicationsThis study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations.Originality/valueThere is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector.

scholarly journals Exploring the relationship between information and communication technology collective behaviors and sense of community: an urban refugee analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Richard Canevez ◽  
Carleen Maitland ◽  
Ying Xu ◽  
Sydney Andrea Hannah ◽  
Raphael Rodriguez
Keyword(s):  
Mobile Phones ◽  
Sense Of Community ◽  
Self Efficacy ◽  
Content Type ◽  
Collective Behaviors ◽  
Urban Refugees ◽  
Information And Communication ◽  
And Gender ◽  
The Impact ◽  
The Relationship

PurposeHelping others use information and communication technologies (ICTs), such as mobile phones, can be beneficial for individuals and communities. In urban refugee communities, displaced and living far from home, collective behaviors with mobile phones can generate a sense of belonging. The purpose of this paper is to explore the potential for these offline behaviors to generate a sense of community among urban refugees.Design/methodology/approachUsing quantitative evidence, the authors examined the relationship between collective behaviors, such as sharing or helping with a mobile phone, and sense of community. The authors analyzed survey data collected from urban refugees in Rwanda via multiple regression to test hypotheses related to the impact of collective behaviors on sense of community, as well as the mediating role of ICT self-efficacy and gender.FindingsThe findings suggest that collective behaviors with mobile phones have a positive relationship with sense of community, driven primarily by providing assistance as compared to sharing. ICT self-efficacy was positively related to sense of community. However, collective behaviors' impacts differed by gender, suggesting that social dynamics influence this relationship.Originality/valueWhile the extant literature highlights the various roles of mobile phones in refugees' lives, less is known about the social aspects of use and its potential to help overcome isolation by fostering a sense of community. The authors extend this literature to a novel context (urban refugees in the Global South), testing a model that incorporates other factors that may play a role (e.g. self-efficacy and gender). These findings are valuable to urban refugees, due to difficulties in re-building a sense of community and increased ICT access.

scholarly journals The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction

2019 ◽  
Vol 3 (1) ◽  
pp. 15
Author(s):  
Adhe Rachman Sulistyo ◽  
Suhartini Suhartini
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Job Characteristics ◽  
Organizational Goals ◽  
Educational Personnel ◽  
Art And Culture ◽  
The Impact

This research is aimed at figuring out the extent to which job characteristics, perceived organizational support and self-efficacy affect job satisfaction with work engagement serving as an intervening variable. The respondents of this research were 101 employees of the Centre for the Development and Empowerment of Educators and Educational Personnel (P4TK) of Art and Culture of Yogyakarta. The data were collected using questionnaires. The data were analyzed quantitatively and qualitatively. The quantitative analysis techniques used in this research were t-test, F-test, multiple regression analysis and path analysis. The research yielded some results. Firstly,  job characteristics and self-efficacy had a significant effect on work engagement and perceived organizational support did not have any significant effect on work engagement, but together it had a significant effect on work engagement. Secondly, job characteristics and perceived organizational support had a significant effect on job satisfaction, and self-efficacy did not have any significant effect on job satisfaction, but together it had a significant effect on job satisfaction. Thirdly, work engagement had a significant effect on job satisfaction. Fourthly, job characteristics and perceived organizational support had a greater effect on job satisfaction directly, and self-efficacy had a greater effect on job satisfaction indirectly through work engagement. The results of this research can be used as a reference for P4TK to improve employees' job satisfaction, and ultimately, support the achievement of organizational goals.

The effects of nonwork and personal resources on frontline bank employees’ work engagement and critical job outcomes

2019 ◽  
Vol 37 (3) ◽  
pp. 858-879 ◽  
Author(s):  
Osman M. Karatepe ◽  
Anastasia Ozturk ◽  
Taegoo Terry Kim
Keyword(s):  
Family Support ◽  
Work Engagement ◽  
Self Efficacy ◽  
Performance Outcomes ◽  
Conservation Of Resources ◽  
Research Model ◽  
Role Performance ◽  
Content Type ◽  
Bank Employees ◽  
The Impact

Purpose The purpose of this paper is to propose a research model that investigates work engagement as a mediator of the effect of family support on proclivity to leave work early, in-role performance (IRP), service recovery performance (SRP) and extra-role performance (ERP). The research model also examines work engagement as a mediator of the impact of self-efficacy on the aforesaid outcomes. In addition to these relationships, the study assesses self-efficacy as an underlying mechanism linking family support to work engagement. Design/methodology/approach The authors employed a time-lagged design. Specifically, data were obtained from frontline bank employees (FBEs) in Russia in three waves, within one week time intervals. FBEs’ performance outcomes were rated by their managers. Findings As hypothesized, self-efficacy and family support foster FBEs’ work engagement, which in turn reduces proclivity to leave work early and activates IRP, SRP and ERP. In line with the study predictions, the findings highlight the impact of self-efficacy in the intermediate linkage between family support and work engagement. Practical implications Management should organize workshops where FBEs’ family members are invited to participate. In such workshops, they can understand the nature of frontline service jobs in the competitive banking environment and are expected to provide support to FBEs. This is significant because family support influences work engagement directly and indirectly through self-efficacy and affects the above-mentioned performance outcomes only via work engagement. Training programs should not only focus on the development of knowledge, skills and abilities for service delivery and complaint handling but also center on the costs arising from nonattendance behaviors/intentions. As a result, these programs should make FBEs minimize such intentions. Originality/value Work engagement is still a timely topic and there have been calls for the identification of factors influencing work engagement and its consequences among frontline employees. Therefore, our study uses family support and self-efficacy as the two crucial resources that can influence employees’ positive psychological states and their work performance. Further, using solid theoretical underpinnings such as conservation of resources, social information processing, and job demands-resources theories, our study is the first to link family support and self-efficacy to multiple performance outcomes and nonattendance intentions via work engagement among FBEs.

Normative commitment in an information systems project environment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nita G. Brooks ◽  
Melinda L. Korzaan ◽  
Stoney Brooks
Keyword(s):  
Information Systems ◽  
Problem Solving ◽  
Self Efficacy ◽  
The United States ◽  
Normative Commitment ◽  
Content Type ◽  
Project Environment ◽  
Problem Solving Competency ◽  
Intention To Continue ◽  
The Impact

PurposeThis paper builds on previous research in information systems (IS) project management by focusing on key antecedents proposed to play important roles in influencing normative commitment within the IS project environment. The study also further investigates the influence of normative commitment on intentions to continue.Design/methodology/approachTo collect data for this study, a field survey was administered online, and individuals were selected for participation by a member of upper management from Fortune 500 companies located in the United States. Two-hundred and thirty two (232) survey responses were collected. The model was analyzed using PLS-SEM.FindingsThe results indicated that personal investment, personal responsibility, voluntariness, project-specific self-efficacy and problem-solving competency were all significantly related to normative commitment. Project-specific self-efficacy, problem-solving competency and normative commitment directly influenced intention to continue. Additionally, problem-solving competency moderated both the relationships of project-specific self-efficacy to normative commitment and project-specific self-efficacy to intention to continue. The resulting model explains 63% of intention to continue and 58% of normative commitment.Originality/valueThe findings from this study contribute to commitment theory and enhance one’s understanding of IS project environments by exploring specific antecedents related to developing normative commitment. Additionally, the impact of normative commitment on intention to continue was enhanced by examining key moderating relationships to the model.

Does gender matter? A university ecosystem, self-efficacy and entrepreneurial intention analysis in Brazilian universities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gisela Consolmagno Pelegrini ◽  
Gustavo Hermínio Salati Marcondes de Moraes
Keyword(s):  
Gender Differences ◽  
Developing Country ◽  
Self Efficacy ◽  
Entrepreneurial Intention ◽  
Depth Information ◽  
Content Type ◽  
And Gender ◽  
The University ◽  
Probabilistic Sample ◽  
The Impact

Purpose This paper aims to enlighten existing gender differences in the linkages between university ecosystem, self-efficacy and entrepreneurial intention in a developing country. Design/methodology/approach The empirical exercise relies on Partial Least Squares Structural Equations Modeling based on data from a probabilistic sample of 467 Brazilian students of 70 universities across the country. Findings The university ecosystem positively influences self-efficacy and entrepreneurial intention. Entrepreneurial intention is also influenced by self-efficacy. Gender difference lies in females’ self-efficacy, which presents a higher impact on entrepreneurial intentions. Research limitations/implications The research used a secondary database, which offered a limited view of the constructs analyzed. Moreover, by evaluating perception conditions, students’ self-evaluation may not offer conditions to better comprehend higher education organizations conditions. Practical implications This paper provided an evaluation of entrepreneurship in universities and gender differences, also presenting an analysis tool for university ecosystems. The assessment of the university ecosystem in two dimensions helps to analyze the strengths and weaknesses of university ecosystems and also the impact they can have on the entrepreneurial ecosystems in which they are inserted. Originality/value This study added in-depth information on the dynamics of entrepreneurial universities and gender differences in the context of a developing country, with a probabilistic sample. Both the comprehensive analysis of the model and the assessment at the variable level bring new evidence that can guide entrepreneurship-oriented initiatives in universities.

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.

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