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.

Identification of drivers of employee engagement in Indian power companies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Samarendra Kumar Mohanty ◽  
Arunprasad P
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Social Exchange ◽  
Power Distribution ◽  
Structural Equation ◽  
Organizational Trust ◽  
Equation Modeling ◽  
Power Sector ◽  
Content Type ◽  
Supervisor Trust

PurposeThe purpose of this paper is to extend the scope of social exchange theory (SET) to explore employee engagement and test its application in the context of Indian power companies. The study also attempts to explore the antecedents of employee engagement. This study includes organizational culture and three trusts, that is co-worker trust, supervisor trust and organizational trust whose presence in the organization influences employee engagement.Design/methodology/approachThe study includes a sample of 812 executives who represent three major functions of the Indian power sector, that is power generation, power transmission and power distribution. The relationships between constructs are evaluated using structural equation modeling.FindingsThe findings of this study indicate that four resources in the organization influence employee engagement in different ways. Three constructs representing co-worker trust, supervisor trust and organizational trust partially mediate the relation between organizational culture and employee engagement. This study also compares the engagement levels of the employees from three power companies.Research limitations/implicationsThis study is focused on companies operating in only the government sector.Practical implicationsEnsuring engagement from employees for the critical power sector is expected to support the development of the HR practices in this sector. Identification of sector-specific resources is expected to aid both employees and policymakers from the organization.Social implicationsThis study assists the policy makers in the organization by showcasing the importance of organizational culture, interpersonal and organizational trusts and their impact on employee engagement.Originality/valueResource theory explains why certain resources in the workplace are exchanged for employee engagement. This study extends theories of engagement as well as SET and examines their application as employee engagement in the context of executives from Indian power companies. This understanding will aid the practitioners and researchers to further their understanding of employee engagement.

How does political skill lead to job and organization engagement? Role of self-evaluations

2020 ◽  
Vol 39 (7/8) ◽  
pp. 895-910
Author(s):  
Ameer A. Basit
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Political Skill ◽  
The Self ◽  
Equation Modeling ◽  
Survey Method ◽  
Conservation Of Resources ◽  
Content Type ◽  
Proposed Model

PurposePolitical skill is a valued resource employees use to achieve success. Earlier research has mostly focused on the effect of political skill on others rather than on the self of the politically skilled individuals. Specifically, there is disconnect between political skill and employee engagement research as both these fields have been growing in isolation. Drawing from theories of engagement and conservation of resources, this study bridges this gap in knowledge by investigating how political skill leads to job and organization engagement of politically skilled employees via impacting their self-evaluations of organization-based self-esteem (OBSE) and organizational identification.Design/methodology/approachUsing a survey method, data were obtained from 188 employees who worked in three private schools of Lahore, Pakistan. Structural equation modeling was used to test the proposed model.FindingsThis study found that individuals who used political skill by practicing social astuteness, interpersonal influence, networking and sincerity rated themselves high in OBSE and organizational identification. As a consequence, high OBSE enhanced their job engagement, whereas high organizational identification increased their organization engagement.Originality/valueThis study is one of the first studies to present political skill as a driver of job and organization engagement. It reveals that the self-evaluations of OBSE and organizational identification mediate the political skill–engagement relations in unique manners.

Does cultural intelligence increase work engagement? The role of idiocentrism-allocentrism and organizational culture in MNCs

2019 ◽  
Vol 26 (1) ◽  
pp. 46-66 ◽  
Author(s):  
Rachel Gabel-Shemueli ◽  
Mina Westman ◽  
Shoshi Chen ◽  
Danae Bahamonde
Keyword(s):  
Organizational Culture ◽  
Cultural Values ◽  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Cultural Intelligence ◽  
Cultural Dimensions ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Content Type

PurposeThe purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational organization from the perspective of conservation of resources theory.Design/methodology/approachThe sample consisted of 219 employees of a multinational company (MNC). Partial least squares–structural equation modeling was used to test the research model.FindingsThe results suggest that CQ is positively related to work engagement and that this relationship is moderated by employees’ idiocentrism-allocentrism, as well as by the adaptability dimension of organizational culture.Research limitations/implicationsGreater generalizability of the findings could be achieved with a more geographically dispersed sample. Other cultural dimensions, as well as personal and organizational characteristics, should be considered in order to more clearly ascertain the relationships between these variables.Practical implicationsThe findings suggest that CQ is a powerful tool for developing employee engagement within MNCs. Furthermore, a highly adaptive organizational culture and consideration of employees’ cultural values are important in order to enhance the effect of CQ on engagement.Originality/valueThis study identifies relevant resources that can aid in managing a diverse workforce and increasing employee engagement in companies that operate across national borders.

The interplay between servant leadership and organizational politics

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Nisar Khattak ◽  
Peter O'Connor
Keyword(s):  
Servant Leadership ◽  
Task Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Organizational Politics ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Social

PurposeUsing the frameworks of social exchange theory (SET) and conservation of resources (COR) Theory, this study examined the influence of servant leadership on employees' performance through the social exchange indicator (trust), and how perceived organizational politics (POP) influences these relationships.Design/methodology/approachSurvey data were collected from 236 supervisor/subordinate dyads in a public sector organization in Pakistan. Structural equation modeling and bootstrapping were used to test the study hypotheses.FindingsServant leadership was found to positively influence employees' task performance and organizational citizenship behaviors (OCBs). Further, analysis revealed that trust in leader partially mediated the positive relationship between servant leadership and subordinates' task performance and OCBs. However, although POP moderated the indirect relationship between servant leadership and subordinates' task performance, it did not moderate the indirect relationships between servant leadership and OCBs.Originality/valueThis is one of the first studies to be conducted in the South Asian context, testing the relationship between servant leadership and employee performance through the social exchange indicator (trust) in a political organizational environment. Theoretical contributions, practical implications, study limitations and future research directions are discussed at the end of the study.

Does employees’ psychological capital buffer the negative effects of incivility?

2019 ◽  
Vol 14 (3) ◽  
pp. 239-250 ◽  
Author(s):  
Mohammad Fahmi Al-Zyoud ◽  
İbrahim Sani Mert
Keyword(s):  
Psychological Distress ◽  
Social Exchange ◽  
Structural Equation ◽  
Deviant Behavior ◽  
Psychological Capital ◽  
Health Workers ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Content Type

Purpose Workplace relationship has widely been recognized as an important factor to shaping employees’ workplace experience. Workplace incivility, a low-intensity form of deviant behavior, is deemed to have an adverse effect on both businesses and their employees. However, the role of individuals’ positive psychology in buffering the adverse effects of workplace incivility remains unclear even though social stressors like incivility are prevalent among Jordanian heath care workers. Applying the conservation of resources (COR) theory and social exchange theory (SET), the purpose of this paper is to investigate the relationship between coworker incivility and psychological distress as moderated by psychological capital (PsyCap). Design/methodology/approach Survey data were collected from a sample of Jordanian health workers and a structural equation modeling technique was utilized. Findings The findings show that coworker incivility predicts higher levels of psychological distress, and employee PsyCap moderates the link between incivility and psychological distress. Originality/value Although research concerning the link between incivility and unwanted work or personal outcomes has been established, studies examining the variables that can buffer these effects are largely lacking. This study fills this void in the literature. The implications for practice and theory are discussed.

Multidimensional engagement and store performance

2018 ◽  
Vol 67 (5) ◽  
pp. 809-824 ◽  
Author(s):  
Dwi Suhartanto ◽  
Anthony Brien
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Employee Engagement ◽  
Structural Equation ◽  
Bootstrap Method ◽  
Retail Store ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Store Performance

Purpose The purpose of this paper is to examine the effect of multidimensional engagement (job engagement and organization engagement) on retail stores’ performance directly and indirectly through job performance and job satisfaction. Design/methodology/approach Data were collected from frontline retail store employees. A variance-based structural equation modeling (PLS) is used to examine the relationships between multidimensional engagement, job performance, job satisfaction, and store performance. The bootstrap method was applied to examine the mediation role of job performance and job satisfaction. Findings This study supports the existence of a multi-dimension engagement consisting of job engagement and organization engagement and the relationship between these engagements. Further, this study reveals that job engagement and organization engagement are important determinants of store performance. Practical implications This study provides an avenue for retail store managers to increase their store performance through the development of employee engagement. To improve the store performance, this study suggests that store managers provide a challenging job and encourage employees to use their creativity in serving customers. It is also important to store managers to support employees in performing their jobs, including procedural fairness in stores. Originality/value This study is one of the first attempts to examine the effect of multidimensional engagement on organization performance at a business unit level (retail store).

Residents’ perceptions of the impact of tourism in Abu Dhabi, United Arab Emirates

2017 ◽  
Vol 11 (4) ◽  
pp. 551-572 ◽  
Author(s):  
Nada Hammad ◽  
Syed Zamberi Ahmad ◽  
Avraam Papastathopoulos
Keyword(s):  
United Arab Emirates ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Cultural Influences ◽  
Abu Dhabi ◽  
Equation Modeling ◽  
Content Type ◽  
The Social ◽  
The Impact

Purpose This paper aims to investigate residents’ perceptions of tourism’s impact on their support for tourism development in Abu Dhabi, United Arab Emirates (UAE). Design/methodology/approach Data were collected using self-administered questionnaires from Abu Dhabi residents (n = 407), who represented 30 nationalities residing in the emirate. Based on social exchange theory, structural equation modeling was used to test hypotheses. Findings Results suggest that Abu Dhabi residents perceive the impacts of tourism positively and are more sensitive to the environmental and economic influences of tourism than the social and cultural influences. Research limitations/implications This study was limited to Abu Dhabi residents; findings cannot be generalized to other emirates in the UAE, or other countries. Originality/value This study adds value to extant tourism literature by investigating residents’ perceptions of the influence of tourism in one of the richest cities worldwide, which aspires to be one of the fastest growing tourism destinations in the Middle East.

The effect of supplier development initiatives on purchasing performance: a structural model

2005 ◽  
Vol 10 (4) ◽  
pp. 289-301 ◽  
Author(s):  
Cristóbal Sánchez‐Rodríguez ◽  
David Hemsworth ◽  
Ángel R. Martínez‐Lorente
Keyword(s):  
Supply Chain ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
Structural Model ◽  
Essential Element ◽  
Equation Modeling ◽  
Supplier Development ◽  
Manufacturing Companies ◽  
Content Type ◽  
Different Levels

PurposeSupply chain management is an increasingly important organizational concern, and proper management of supplier relationships constitutes one essential element of supply chain success. However, there is little empirical research that has tested the effect of supplier development on performance. The main objective is to analyze the effect of supplier development practices with different levels of implementation complexity on the firm's purchasing performance.Design/methodology/approachThree supplier development constructs were defined: basic supplier development, moderate supplier development, and advanced supplier development. Three structural models were hypothesized and tested using structural equation modeling through field research on a sample of 306 manufacturing companies in Spain.FindingsIdentified important interrelationships among the various supplier development practices, basic, moderate, and advanced. Also indicated that the implementation of supplier development practices significantly contributes to the prediction of purchasing performance.Research limitations/implicationsThe use of a single key informant could be seen as a potential limitation of the study. The study was a cross‐sectional and descriptive sample of the manufacturing industry at a given point in time. A more stringent test of the relationships between the different levels of supplier development and performance requires a longitudinal study, or field experiment.Practical implicationsThis study focused on supplier development practices and revealed how involving suppliers in supplier development activities is important and may help buyers to increase their purchasing performance. The findings from the structural analysis should provide practicing managers with insights on how these practices and their benefits are related in terms of purchasing performance, thus affecting their ability to make better sourcing decisions.Originality/valueFills an important gap in the purchasing literature with respect to the area of supplier development. While there is much written about supplier development based on conceptual and case study research, this study is unique in that it is the first attempt to empirically model the relationships between different levels of supplier development and their impact on purchasing performance using a comprehensive set of practices.

Halal food standard implementation: are Malaysian firms proactive or reactive?

2018 ◽  
Vol 120 (6) ◽  
pp. 1330-1343 ◽  
Author(s):  
Mohamed Syazwan Ab Talib ◽  
Thoo Ai Chin
Keyword(s):  
Structural Equation ◽  
Manufacturing Industry ◽  
Equation Modeling ◽  
Internal Factors ◽  
Content Type ◽  
Internal Reasons ◽  
Food Standard ◽  
Operational Improvement ◽  
Halal Food ◽  
External Reasons

Purpose The purpose of this paper is to investigate the reasons behind halal food standard (HFS) implementation among food manufacturers in Malaysia. Additionally, it examines whether firms in the Malaysian food manufacturing industry are proactive or reactive in implementing HFS. Design/methodology/approach A field survey was conducted in 210 halal-certified food manufacturers. A partial least squares structural equation modeling technique was used to examine the relationships between the reasons and implementation of HFS. Findings The empirical assessments revealed that organization’s commitment, operational improvement and marketing functions are the internal reasons. Meanwhile, government intervention and consumer pressure are the external reasons to implement HFS. Findings also indicated that Malaysian food manufacturers are proactive in implementing HFS. Practical implications The knowledge from this research could encourage non-certified firms to implement HFS and entices halal-certified firms to remain certified. It guides managers toward adopting a better strategy, particularly in prioritizing the internal factors and resources for a more sustainable and positive implication. Originality/value This research is among the few studies that scrutinized the rationale behind the rapid growth of halal food industry. It argues that the pursuit of HFS is not solely a religious obligation, but it is also driven by safety, quality and marketing motives.

Reciprocity and commitment in online travel communities

2019 ◽  
Vol 119 (2) ◽  
pp. 397-411 ◽  
Author(s):  
Daniel Belanche ◽  
Luis V. Casaló ◽  
Carlos Flavián ◽  
Miguel Guinalíu
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Active Participation ◽  
Equation Modeling ◽  
Relational Capital ◽  
Content Type ◽  
High Level ◽  
Online Travel

PurposeWith social exchange theory as a basis, the purpose of this paper is to seek a better understanding of advice processes in online travel communities, which offer crucial advice for travelers’ decisions. It also predicts that relational capital variables (commitment, reciprocity perceptions) moderate the main relationships.Design/methodology/approachData from a web survey of 456 users of online travel communities affirm the scale’s validity and provide the input for structural equation modeling and multisample analyses of the hypotheses.FindingsHigher levels of commitment reinforce the effect of following past advice on passive and active participation intentions. Users’ perceptions of reciprocity in the community strengthen the influence of following past advice on active participation. However, a high level of reciprocity causes users following past advice to reduce their intentions to continue following that advice.Practical implicationsManagement tactics should specify active and passive participation in online travel communities. Specifically, to encourage the creation of high-quality new content, community managers should create interactive environments marked by high levels of reciprocity and commitment.Originality/valueThis research elucidates the role of relational capital variables in advice processes and advances understanding of online travel communities.

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