Workplace affective well-being: gratitude and friendship in helping millennials to thrive at work

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Siti Khadijah Zainal Badri ◽  
Wai Meng Yap ◽  
Hazel Melanie Ramos
Keyword(s):  
Subjective Experience ◽  
Well Being ◽  
Mediating Effect ◽  
Content Type ◽  
Workplace Friendship ◽  
Workplace Friendships ◽  
Healthy Work ◽  
Positive Feelings ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work. Design/methodology/approach This study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6). Findings The study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB. Practical implications Nurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB. Originality/value Investment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaohui Zhan ◽  
Yun Liu
Keyword(s):  
Performance Evaluation ◽  
Organizational Behavior ◽  
Hierarchical Linear Modeling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Linear Modeling ◽  
Bottom Line ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM). Design/methodology/approach This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis. Findings The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation. Research limitations/implications The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation. Originality/value This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

The impact of workplace bullying on hotel employees’ well-being

2019 ◽  
Vol 31 (4) ◽  
pp. 1702-1719 ◽  
Author(s):  
Fu-Sung Hsu ◽  
Yuan-an Liu ◽  
Sheng-Hshiung Tsaur
Keyword(s):  
Organizational Justice ◽  
Workplace Bullying ◽  
Well Being ◽  
Content Type ◽  
Workplace Friendship ◽  
Positive Effects ◽  
Hotel Employees ◽  
Research Fields ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.Design/methodology/approachThe research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.FindingsThe study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.Originality/valueIn the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

Corporate governance and performance of medium-sized firms in Nigeria: does sustainability initiative matter?

2020 ◽  
Vol 20 (3) ◽  
pp. 401-427
Author(s):  
Babatunji Samuel Adedeji ◽  
Tze San Ong ◽  
Md Uzir Hossain Uzir ◽  
Abu Bakar Abdul Hamid
Keyword(s):  
Corporate Governance ◽  
Financial Performance ◽  
Financial Reporting ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Mediating Effect ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The non-existence of the corporate governance (CG) concept for practices by non-financial medium-sized firms (MSFs) in Nigeria informed. This study aims to determine whether CG practices influence firms’ performance and whether sustainability initiative (SI) mediates the relationship between CG and MSFs’ performance in Nigeria. Design/methodology/approach A total of 300 firms were selected on convenience sampling basis from South Western Nigeria using a structured questionnaire. The authors used Statistical Package for Social Sciences for exploratory data analysis and hypotheses were tested using covariance-based structural equation modelling. Findings The results show that CG has a significant positive effect on performance [financial performance (FNP) and non-financial performance (NFP)] and SI. SI has a mixed impact on performance, e.g. a significant positive impact on NFP but insignificant negative impact on FNP. Similarly, SI has a combined mediating effect in the relationship between CG and performance, e.g. fully mediates CG → NFP and does not mediate CG → FNP. Firms are to invest in social and environmental initiatives substantially. CG codes will complement the International Financial Reporting Standards for MSFs. Research limitations/implications This study supports the assumptions of theories (institutional, stakeholder and agency) as the basis for the usage of multiple approaches to determine the outcome of hypotheses, especially in developing climes. Practical implications The study contributes to CG and performance literature by examining the mediating effects of SI. The paper also shows the necessity to emphasise NFP aspect. Policymakers should evolve CG codes to encourage stakeholders to believe more in the corporate existence of MSFs for strengthening capital-base and quality personnel engagement. Originality/value To the best of the authors’ knowledge, this is one of the first empirical attempts showing the evidence on the relationship between CG and NFP in Nigeria.

Promoting safety participation through diversity and inclusion climates

2016 ◽  
Vol 9 (3) ◽  
pp. 308-327 ◽  
Author(s):  
Anna Paolillo ◽  
Silvia A. Silva ◽  
Margherita Pasini
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Main Concern ◽  
Diversity Climate ◽  
Content Type ◽  
Diversity And Inclusion ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to investigate the impact of diversity climate and inclusion climate on safety participation behaviors through the mediating effect of the motivation to actively promote safety at work. Design/methodology/approach Participants were 491 workers employed in four Italian metal-mechanical companies. They completed a paper questionnaire containing measures of psychological diversity climate, psychological inclusion climate, safety motivation participation and safety participation behaviors. Data were analyzed with structural equation modeling. Findings Results showed that safety participation motivation fully mediates the relationship between diversity climate and safety participation behaviors, whereas it partially mediates the relationship between climate for inclusion and safety participation behaviors. Practical implications The present findings can help managers to motivate employees in pursuing safety goals independently of compensation or obligation by creating an organization in which the main concern is caring for each other’s well-being. Originality/value This is the first study which has empirically tested the relationships between diversity climate, inclusion climate and safety behaviors. It has extended previous research which simply tested the effects of objective types of diversity on safety performance.

Emotional intelligence and materialism: the mediating effect of subjective well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aušra Rūtelionė ◽  
Beata Šeinauskienė ◽  
Shahrokh Nikou ◽  
Rosita Lekavičienė ◽  
Dalia Antinienė
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Positive Impact ◽  
Well Being ◽  
Mediating Effect ◽  
Subjective Well Being ◽  
Content Type ◽  
Affect Balance ◽  
The Relationship

Purpose The purpose of this study is to examine the nature of the relationship between emotional intelligence and materialism by exploring how subjective well-being mediates this link. Design/methodology/approach Data was collected from surveying 1,000 Lithuanians within random sampling, and structural equation modelling (SEM) techniques using SmartPLS were used to analyze the data. Findings The results show that emotional intelligence not only has a negative indirect effect on materialism but also a positive impact on both dimensions of subjective well-being (satisfaction with life and affect balance). In addition, the findings indicate that both satisfaction with life and affect balance predict a decrease in materialism. Finally, the SEM analyzes show that the path between emotional intelligence and materialism is partially mediated by both satisfaction with life and affect balance. Social implications The results of this study expand the understanding to what extent and how emotional intelligence is able to assist in adjusting materialistic attitudes, which have become more prevalent with the respective growth of consumerism and consumer culture worldwide. In the light of unsustainable consumption patterns threatening the survival of humankind and nature, the opportunities that could reverse this trend are presented for marketers and policy makers. This study gives insight into the potential pathways for diminishing consumer materialism, which is considered detrimental to subjective well-being and mental health. Originality/value The relationship between emotional intelligence and subjective well-being has been well documented, as has the link between materialism and subjective well-being. However, the simultaneous examination of the relationship between emotional intelligence, subjective well-being and materialism is lacking. The current study adds to the understanding of materialism not only by examining the effect of under-researched antecedent such as emotional intelligence but also by explaining the underlying mechanism of subjective well-being by which emotional intelligence connects to materialism.

Examining the mediating effect of trust and psychological well-being on transformational leadership and organizational commitment

2019 ◽  
Vol 26 (5) ◽  
pp. 1517-1532 ◽  
Author(s):  
Priyanka Jain ◽  
Taranjeet Duggal ◽  
Amirul Hasan Ansari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Survey Methods ◽  
Well Being ◽  
Mediating Effect ◽  
Psychological Well Being ◽  
Content Type ◽  
Public Sector Banks ◽  
Commitment Level ◽  
The Relationship

Purpose The purpose of this paper is to extend the under-researched work on employees’ organizational commitment by examining transformational leadership (TL) adopted by the leader and the level of trust subordinates have in such a leader. Design/methodology/approach Data were collected using convenience sampling and self-administered survey methods from professionals employed in Indian public sector banks (n=236). Findings Findings reveal that the subordinates’ level of trust and psychological well-being partially mediates the relationship between TL and employees’ organizational commitment. Practical implications TL shares a positive relationship with organizational commitment through trust and psychological well-being. Originality/value Even though previous studies on organizational commitment have produced a significant piece of work, this study is among the first to propose and analyze a comprehensive and theoretically grounded structure of TL, organizational commitment, level of trust and employees’ psychological well-being.

Presenteeism “on the desk”

2016 ◽  
Vol 9 (1) ◽  
pp. 84-95 ◽  
Author(s):  
Chiara Panari ◽  
Silvia Simbula
Keyword(s):  
Secondary Schools ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Design Methodology ◽  
Well Being ◽  
Self Report ◽  
Content Type ◽  
Antecedents And Consequences ◽  
And Performance ◽  
The Relationship

Purpose – The purpose of this paper is to examine the antecedents and consequences of the phenomenon of presenteeism in the educational sector. Particularly, the authors tested the relationship between excessive work responsibilities, presenteeism, work-to-family conflict and workers’ emotional exhaustion. Design/methodology/approach – A self-report questionnaire was administered to 264 teachers in secondary schools. Findings – A subsequent mediation of presenteeism and work-to-family conflict between work responsibilities and emotional exhaustion was found. Originality/value – The findings of this study will provide help today’s organisations for better understanding and managing the new phenomenon of presenteeism in order to promote workers’ well-being and performance.

Employee feedback orientation: a paternalistic leadership perspective

2017 ◽  
Vol 40 (12) ◽  
pp. 1238-1260 ◽  
Author(s):  
Hisham Hamid Hawass
Keyword(s):  
Design Methodology ◽  
Well Being ◽  
Mediating Effect ◽  
Mediation Model ◽  
Paternalistic Leadership ◽  
Content Type ◽  
Feedback Orientation ◽  
Equation Modelling ◽  
The Relationship ◽  
Structure Equation Modelling

Purpose The purpose of this study is to examine the direct effect of paternalistic leadership on the employee’s feedback orientation in the Egyptian public sector. It also investigates the mediating effect of the employee’s workplace well-being on the relationship between paternalistic leadership and feedback orientation. Design/methodology/approach The study uses a questionnaire that consists of measures adopted from existing and tested scales. A mediation analysis is conducted using structure equation modelling to examine the hypothesized relationships. Findings The findings reveal that paternalistic leadership is positively associated with feedback utility, accountability, awareness and self-efficacy. Moreover, the employee’s workplace well-being significantly mediates the proposed relationship between paternalistic leadership and the aforementioned dimensions of feedback orientation. Originality/value The relationship between paternalistic leadership and feedback orientation has received an extremely limited academic attention. This study hypothesizes a mediation model which investigates the leadership, well-being and feedback associations in the traditionally under-researched Egyptian context.

Sign in / Sign up

Export Citation Format

Share Document