scholarly journals No expatriate is an island: the role of salient stakeholders' support in international assignments

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hak Liong Chan ◽  
Dahlia Zawawi ◽  
Siew Imm Ng ◽  
Debbra Toria Anak Nipo
Keyword(s):  
Task Performance ◽  
Structural Equation ◽  
Work Adjustment ◽  
Full Potential ◽  
International Assignments ◽  
Content Type ◽  
Host Country Nationals ◽  
Perceived Organisational Support ◽  
And Task

PurposeInternational assignments are an effective tool to develop employees' cultural competencies, yet expatriate failure rates remain high. This paper aims to examine salient stakeholders' (i.e. organisations, host country nationals (HCNs) and spouses) support as antecedents of expatriates' work adjustment and task performance. It also explores work adjustment as a mediator between support and task performance.Design/methodology/approachAdopting the quantitative approach, survey data were collected from 112 expatriates who were married and based in organisations in Malaysia. Partial least squares-structural equation modelling was employed to analyse the data.FindingsThe findings validate the direct influences of perceived organisational support (POS) on work adjustment, HCN support on work adjustment, and spousal support on task performance. The indirect effect of HCN support on task performance through work adjustment was also established. When expatriates' work adjustment improves as a result of receiving HCN support, their task performance is enhanced.Practical implicationsThis study evidences that expatriate-hiring firms should provide suitable support for expatriates when they work overseas. Local employees and spouses should likewise be tasked to help expatriates maximise their full potential in achieving successful performance in their assignments.Originality/valueThe contribution of this study is the exploration of the relationships between support, work adjustment and task performance among expatriates. It also adds to the limited knowledge on the role of specific stakeholders in the expatriate context.

Ambidexterity, prosocial impact, and task performance in cross-functional teams: the role of individual’s team identification

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Darwin Silalahi ◽  
Fiz Firmanzah ◽  
Irwan Adi Ekaputra ◽  
Riani Rachmawati ◽  
Manerep Pasaribu
Keyword(s):  
Empirical Evidence ◽  
Task Performance ◽  
Structural Equation ◽  
Equation Modeling ◽  
Team Identification ◽  
Cross Sectional ◽  
Content Type ◽  
Functional Teams ◽  
And Task

PurposeThis paper examines the motivational influence of individuals’ team identification (TID) on their ambidexterity (TA), prosocial impact (TPS), and task performance (TTP) at the team level of analysis, as well as investigates the role of TA in mediating TID’s relationship with both TTP and TPS.Design/methodology/approachBy using a cross-sectional sample of 102 cross-functional teams with a total of 362 individual members from 22 firms in the customer-facing industries of Indonesia, we analyzed multilevel data and tested hypotheses using aggregated team-level structural equation modeling (SEM).FindingsThis study supports a significant positive relationship between TID and TA. Further, while TA fully mediates the relationship between TID and TTP, TID has a direct influence on TPS.Practical implicationsThis study contributes to filling the gaps in empirical evidence pertaining to the role of identity in motivating employees beyond their formal employment contracts. Their immediate leaders play a crucial role in individuals’ daily work lives and affect how they view their social identifications with their team, which subsequently contributes toward the enhancement of people and organizational performances.Originality/valueOur study offers empirical evidence in support of the identity-enhanced principal-agent model and contributes to the literature on Social Identity Theory with a focus on the individual-group interface. To our knowledge, our study is the first empirical research on the influence of TID on TA, TPT, and TPS across multiple firms in the customer-facing industries.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

Effects of enterprise social media usage on task performance through perceived task structure: the moderating role of perceived team diversity

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manting Deng ◽  
Hefu Liu ◽  
Qian Huang ◽  
Guanqi Ding
Keyword(s):  
Social Media ◽  
Task Performance ◽  
Task Structure ◽  
Negative Effects ◽  
Content Type ◽  
Team Diversity ◽  
Enterprise Social Media ◽  
The Relationship ◽  
And Task

PurposeOrganisations have widely adopted enterprise social media (ESM) to improve employees' task performance. This study aims to explore the mediating role of perceived task structure on the relationship between ESM usage and employee task performance. The authors investigate the moderating effects of perceived team diversity on the relationship between ESM usage and perceived task structure.Design/methodology/approachThe authors conducted a questionnaire survey in China on 251 working professionals who use social media in their respective organisations.FindingsResults showed that employees' perception of task structure considerably mediates the relationship between ESM usage and task performance. Findings also confirmed that perceived team diversity negatively affects the relationship between ESM usage and perceived task interdependence.Research limitations/implicationsPractitioners and/or managers should pay attention to the effect of ESM usage on employee's perceived task structure. Furthermore, they should focus on the level of team diversity when adopting ESM to enhance task performance.Originality/valueThis study contributes to the knowledge of perceived task structure in explaining the effect of ESM usage on task performance based on communication visibility theory. This work presents the relationship among ESM usage, perceived task structure, perceived team diversity and task performance. Moreover, this research enriches the literature on ESM usage by investigating the moderating roles of perceived team diversity whilst presenting the negative effects of perceived team diversity.

Employee engagement, creativity and task performance: role of perceived workplace autonomy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Subash Chandra Pattnaik ◽  
Rashmita Sahoo
Keyword(s):  
Task Performance ◽  
Employee Engagement ◽  
Mediating Effect ◽  
Bottom Line ◽  
Content Type ◽  
Development Organization ◽  
The Relationship ◽  
Moderating Role ◽  
And Task

PurposeThe purpose of this study is to examine the mediating effect of creativity in the relationship between employee engagement and task performance and the moderating role of perceived workplace autonomy in the relationship between employee engagement and creativity through a moderated mediation analysis.Design/methodology/approachThe study used a quantitative research method. The sample for the study consisted of 396 employees and their clients in an Indian software development organization. Statistical analysis of the data was conducted using confirmatory factor analysis, Sobel test and Hayes' PROCESS for Model 1.FindingsFindings of the study indicated that creativity of employees partially mediate the relationship between employee engagement and their task performance and perceived workplace autonomy moderates the relationship between employee engagement and creativity.Practical implicationsManagers may use findings of the study to harness creativity of their employees by providing an autonomous workplace environment to improve their task performance so as to contribute to the bottom line of the organization.Originality/valueThe study contributes to the literature by examining the mediating effect of creativity in the relationship between employee engagement and task performance, especially in a non-Western context and the moderating role played by perceived workplace autonomy using componential and broaden-and-build theories.

Assessing the cultural intelligence and task performance equation

2015 ◽  
Vol 22 (2) ◽  
pp. 236-258 ◽  
Author(s):  
Jeevan Jyoti ◽  
Sumeet Kour
Keyword(s):  
Task Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Cultural Intelligence ◽  
Cultural Adjustment ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
The Impact ◽  
And Task

Purpose – Organizations in India are multicultural in nature. In this context, cultural intelligence is a tool, which can increase an individual’s ability to interact with people outside his/her culture. The purpose of this paper is to analyze the impact of cultural intelligence on task performance as well as to investigate the mediating role of cultural adjustment between the two. Design/methodology/approach – Extensive review of literature was done to acknowledge the cultural intelligence and task performance concept. Data for the study has been collected from the 225 managers working in nationalized banks in Jammu province (J&K, India). Data collected has been validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling. Findings – The study reveals that cultural intelligence significantly contributes toward task performance. The findings further reveal full mediation of cultural adjustment between cultural intelligence and task performance. Research limitations/implications – The study has been conducted in Indian cultural context, which can be extended to other Asian countries. Further, more outcomes of cultural intelligence can be taken into consideration in future for better understanding of the concept. Practical implications – The study contributes toward cultural intelligence theory. Organization should provide cultural training to the managers before sending them to out of home state assignment, which helps to understand the culture of that state and effectively interact with people belonging to that place. Originality/value – The paper empirically identifies the relationship between cultural intelligence and task performance in Indian context. Further, this relationship has been explored by using cultural adjustment as a mediator between the two. The model developed can be used for future research keeping it as a base.

scholarly journals Contextual and task performance: role of employee engagement and organizational culture in hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bhawana Bhardwaj ◽  
Namrita Kalia
Keyword(s):  
Organizational Culture ◽  
Job Performance ◽  
Task Performance ◽  
Employee Engagement ◽  
Hospitality Industry ◽  
Contextual Performance ◽  
Content Type ◽  
Maximum Contribution ◽  
And Task

Purpose Extensive work related to examining predictors and determinants of employee engagement and job performance have been conducted in past studies. A dearth of studies relating organizational culture and employee engagement with contextual and task performance in the hospitality industry necessitated the present study. This study aims to examine variability in the task and contextual performance owing to employee engagement and organizational culture. Design/methodology/approach The study has been conducted in four districts of Himachal Pradesh using a multistage sampling technique. A total of 360 hotel employees were involved in collecting their responses through a structured questionnaire. Findings The results of multiple regression showed that vigor, dedication and absorption variables of employee engagement contribute toward contextual performance. Vigor and absorption affect the task performance of employees. In the case of contextual performance vigor shows maximum contribution followed by absorption and dedication whereas for task performance, the maximum contribution is exhibited by absorption followed by vigor. Organizational culture sub-variables of experimentation, autonomy and trust came out to be major predictors, which help to improve contextual and task performance of employees. Practical implications The study suggests that psychological ownership, along with trust toward top management can create an enriched work culture, which influenced both the contextual and task performance of employees. The findings of the study can be practically used by government and private organizations for improving workforce performance in the hospitality industry. Future research can be conducted based on the findings of the study. Originality/value The study provides insight on how and to what extent cultural and employee engagement variables can affect employee’s contextual and task performance. The present study adds value to the existing literature and investigates the role of culture and employee engagement in enhancing task and contextual job performance. Managers and policymakers can use the findings of the study to improve organizational culture, employee engagement and performance of the employees in the hospitality sector. The study opens avenues for future studies.

Cross-cultural intelligence (CQ)

2014 ◽  
Vol 7 (3) ◽  
pp. 423-448 ◽  
Author(s):  
Ashwini Konanahalli ◽  
Lukumon O. Oyedele ◽  
John Spillane ◽  
Ron Coates ◽  
Jason von Meding ◽  
...  
Keyword(s):  
Structural Equation ◽  
Cultural Intelligence ◽  
Cultural Adjustment ◽  
Equation Model ◽  
Cross Cultural ◽  
Work Adjustment ◽  
International Assignments ◽  
Content Type ◽  
Behavioural Aspects ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the dimensions of cross-cultural adjustment (interaction, general and work adjustment). Design/methodology/approach – Interviews and questionnaire survey were carried out with British expatriates from the architectural, engineering and construction sector. A total of 191 respondents, with experience from 29 different countries, actively participated in this research. Structural equation model was subsequently developed to investigate the relationship between elements of CQ and cross-cultural adjustment. Findings – Results of structural equation modelling revealed that collectively all the four aspects of CQ have significant influence on general, interaction and work adjustment, particularly motivational and cognitive CQ. Cognitive CQ which empowers the expatriates with in-depth knowledge about different cultures was a significant predictor of interaction and work adjustment, whereas, motivational CQ is a significant predictor for general and work adjustment. However, no support was gathered for meta-cognitive and behavioural aspects of CQ. Practical implications – Globally, construction companies and projects are entering an era of increased internationalisation which has prompted the migration/promotion of British construction professionals to different parts of the world for their specialised capabilities and skills. Thus, it is of utmost importance that these professionals adjust to their new world of varied culture and still be productive in their work. Originality/value – An understanding of these essential factors can actually help British construction organisations to select and mentor individuals and to provide necessary training for successful international assignments.

Employees’ Social Self-Efficacy and Work Outcomes: Testing the Mediating Role of Social Status

2018 ◽  
Vol 27 (4) ◽  
pp. 661-674
Author(s):  
Yang Luo ◽  
Vahe Permzadian ◽  
Jinyan Fan ◽  
Hui Meng
Keyword(s):  
Job Satisfaction ◽  
Social Status ◽  
Task Performance ◽  
Self Efficacy ◽  
Structural Equation ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Social Self ◽  
And Task

This study examined the beneficial role of social self-efficacy (SSE) in relation to the important workplace outcomes of job satisfaction and task performance. We proposed and tested a model in which social status functioned as a mediator of the above relationships. Participants were 172 employees from diverse industries in China, who self-reported their SSE and job satisfaction. Each participant had three coworkers who provided peer ratings of his or her social status and task performance. Results based on structural equation modeling indicated that SSE positively related to social status, which in turn positively related to both job satisfaction and task performance. Consistent with our prediction, social status was found to mediate the above relationships. Implications for career development practices were discussed.

Person–environment fit and its effects on employees’ emotions and self-rated/supervisor-rated performances

2017 ◽  
Vol 29 (5) ◽  
pp. 1447-1467 ◽  
Author(s):  
Yong-Ki Lee ◽  
Soon-Ho Kim ◽  
Min-Seong Kim ◽  
Ho-Seok Kim
Keyword(s):  
Task Performance ◽  
Structural Equation ◽  
Positive Emotions ◽  
Empirical Support ◽  
Equation Modeling ◽  
Content Type ◽  
Positive Effects ◽  
Person Organization Fit ◽  
The Impact ◽  
And Task

Purpose Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit types and the corresponding effects on hotel employees’ emotions and task performance, evaluated by both the employees themselves and their supervisors. Design/methodology/approach Frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equation modeling method. Findings The results indicated that person–organization fit was associated with emotions toward the organization, the team and the job. However, this study did not provide empirical support for hypotheses that person-team fit affected emotions. Person–job fit was also associated with positive emotions toward the organization and the job, unlike with the team. Organization emotion had positive effects on both task performances, whereas no effect was reported between team emotion and task performances. Practical implications The study suggests that hotels’ human resource administrators may want to focus on developing and strengthening P–E fit and emotional responses. Originality/value This research illustrates the impact of three types of P–E fit on self-rated and supervisor-rated performance and examines the significant mediating role of three types of emotion.

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