Exploring the impact of being perceived as a socially responsible organization on employee creativity

2018 ◽  
Vol 56 (11) ◽  
pp. 2325-2340 ◽  
Author(s):  
Moustafa Abdelmotaleb ◽  
Abdelmoneim Bahy Eldin Mohamed Metwally ◽  
Sudhir K. Saha
Keyword(s):  
Employee Engagement ◽  
Creative Process ◽  
Structural Equation ◽  
Positive Association ◽  
Employee Attitudes ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Telecommunication Sector ◽  
Content Type ◽  
The Impact

PurposeThe purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social responsibility (CSR) and employee attitudes and behaviors. Drawing on affective events theory (AET), this study examines a sequential mediation model in which CSR perceptions influence positive affect (PA) at work which leads to employee engagement in the creative process that, in turn, affects employee creative behaviors.Design/methodology/approachTwo-wave data were collected from a sample of employees working in the telecommunication sector in Egypt (N=208). The collected data were analyzed using structural equation modeling.FindingsThe study found a positive association between CSR perceptions and employee creative behaviors. The results also showed that CSR perceptions have induced PA, which, in turn, led to greater level of engagement in the creative process and eventually led employees to exhibit creative behaviors.Originality/valueThis is one of the first studies to use AET as a conceptual framework to explain the positive association between CSR and employee positive work outcomes (i.e. creativity). By integrating AET with CSR and employee outcomes literatures, this study contributes to the available knowledge regarding the affective or emotional mechanisms through which CSR perceptions could affect employee work behaviors.

The impact of using a virtual employee engagement platform (VEEP) on employee engagement and intention to stay

2018 ◽  
Vol 30 (1) ◽  
pp. 242-259 ◽  
Author(s):  
Jungsun (Sunny) Kim ◽  
Anthony Gatling
Keyword(s):  
Technology Acceptance ◽  
Employee Engagement ◽  
Structural Equation ◽  
Organizational Outcomes ◽  
Ease Of Use ◽  
Equation Modeling ◽  
Perceived Ease Of Use ◽  
Intention To Stay ◽  
Content Type ◽  
The Impact

Purpose The purpose of this study is to investigate whether the perceived ease of use and the usefulness of a virtual employee engagement platform (VEEP) positively influence employees’ intentions to use the VEEP and, in turn, actual use of VEEP. This study further examined how using the VEEP influences employee engagement as well as two organizational outcomes (i.e. employee participation and intention to stay). Design/methodology/approach The survey items for this study were developed based on the technology acceptance model (TAM) and motivation theory. Structural equation modeling (SEM) was used to test the proposed relationships in a sample of 373 employees of a hospitality organization in the USA. Findings The results indicate that employees’ perceived ease of use and usefulness of a hospitality company’s VEEP positively influence employees’ intentions to use the VEEP. The study also found employees with greater intentions to use their company’s VEEP tend to use the VEEP more frequently, which in turn positively influenced their engagement. Eventually, the more-engaged employees showed a higher level of participation, as well as intention to stay. Practical implications This study addresses the call by researchers to demonstrate how a VEEP can positively influence employee engagement and to present new insights into how employee engagement can contribute to improving organizational outcomes in a hospitality setting. Originality/value This study is the first empirical study involving the emergent field of engagement platforms and employee engagement in a hospitality setting. Moreover, this research provides support for increased adoption and investment in the VEEP by hospitality companies.

scholarly journals Determining the Impact of Supervisory Support on Employee Engagement in the Telecommunication Sector of Ghana: The Role of Supportive Organizational Culture

2021 ◽  
Vol 1 (2) ◽  
pp. 15-31
Author(s):  
Leslie Afotey Odai ◽  
Jingzhao Yang ◽  
Isaac Ahakwa ◽  
Shaibu Ismaila Mohammed ◽  
Samuel Dartey
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Supervisory Support ◽  
Telecommunication Sector ◽  
The Impact ◽  
The Relationship

Purpose- Organizations that enforce effective supervisory support through their cultural traits see their employees reciprocating through positive outcomes. The study explored the impact of supervisory support on employee engagement in Ghana’s telecommunications sector and the moderating effect of supportive organizational culture on the relationship. Design/Methodology- A correlational descriptive research design was adopted. A sample of three hundred and fifty-three (353) employees was drawn randomly from a top selected telecommunication company in the Accra Metropolis of Ghana. Information collated were analyzed using Statistical Package for Social Sciences (SPSS version 26) and partial least square based on Structural Equation Modeling (SEM) Findings- The findings indicate that supervisory support significantly influences employee engagement. Again it was revealed that supportive organizational culture influences employee engagement and substantially moderates the relationship between supervisory support and employee engagement. Practical Implications- The findings provide valuable suggestions for organizations, managers, and supervisors to emphasize on measures such as a robust feedback system, training of supervisors, and enhancing employees' freedom to operate within the organization, which increases employee engagement and optimizing the organization’s competitive advantage.

The impact of job content on employability and job performance in public organizations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Izabela Marzec ◽  
Agata Austen ◽  
Aldona Frączkiewicz-Wronka ◽  
Bogna Zacny
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Public Organizations ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
The Subject ◽  
Job Content ◽  
The Impact

PurposeThe increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?Design/methodology/approachThe paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).FindingsIt was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.Originality/valueThe study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

scholarly journals Role of strategic management for employee engagement and skill development for start-ups

2020 ◽  
Vol 17 (1/2) ◽  
pp. 79-95
Author(s):  
Praveen Kulkarni ◽  
Rohit Mutkekar ◽  
Sanjeev Ingalagi
Keyword(s):  
Strategic Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Skill Development ◽  
Equation Modeling ◽  
Content Type ◽  
Study Results ◽  
Start Ups ◽  
The Impact

Purpose Start-ups are the new avenues for innovation and employment. Strategic management is critical for employee engagement and skill development of start-ups. This study aims to understand the impact of strategic management on employee engagement and skill development. Design/methodology/approach The study attempts to identify principal factors of strategic management influencing employee engagement and skill development. Structural equation modeling has been used to understand effects of the study. Findings The study results have shown the challenges concerning employee skill development and reflected on importance of the employee engagement programmes for the growth of the human resource in the start-ups. Research limitations/implications The study has confined to strategic management for employee engagement and skill development. However, studies related to challenges encountered by start-ups in the specific areas of marketing, operations and finance, etc. would provide more detailed impact on the growth of start-ups. Practical implications This study provides an insight into strategic management for employee engagement and skill development. The results would provide directions for improving strategy management from the perspective of employee engagement and skill development. Social implications The study on start-ups provides a direction to the owners of start-ups to understand the importance of strategic management and human resource management for building strong enterprising which can provide employment opportunity for the youth of the nation and improve the society at large. Originality/value This paper is an attempt to provide directions for managing challenges from the perspective of employees’ engagement and skill development, which is essential for growth and sustainability in the future.

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

scholarly journals Our love/hate relationship with meetings

2016 ◽  
Vol 39 (10) ◽  
pp. 1293-1312 ◽  
Author(s):  
Nale Lehmann-Willenbrock ◽  
Joseph A. Allen ◽  
Dain Belyeu
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Survey Tool ◽  
Meeting Effectiveness ◽  
Meeting Satisfaction

Purpose Employees at all organizational levels spend large portions of their work lives in meetings, many of which are not effective. Previous process-analytical research has identified counterproductive communication patterns to help explain why many meetings go wrong. This study aims to illustrate the ways in which counterproductive – and productive – meeting behaviors are related to individual work engagement and emotional exhaustion. Design/methodology/approach The authors built a new research-based survey tool for measuring counterproductive meeting behaviors. An online sample of working adults (N = 440) was recruited to test the factor structure of this new survey and to examine the relationships between both good and bad meeting behaviors and employee attitudes beyond the meeting context. Findings Using structural equation modeling, this study found that counterproductive meeting behaviors were linked to decreased employee engagement and increased emotional exhaustion, whereas good meeting behaviors were linked to increased engagement and decreased emotional exhaustion. These relationships were mediated via individual meeting satisfaction and perceived meeting effectiveness. Research limitations/implications The study findings provide a nuanced view of meeting outcomes by showing that the behaviors that people observe in their meetings connect not only to meeting satisfaction and effectiveness but also to important workplace attitudes (i.e. employee engagement and emotional exhaustion). In other words, managers and meeting leaders need to be mindful of behavior in meetings, seek ways to mitigate poor behavior and seek opportunities to reward and encourage citizenship behavior. Originality/value This study shows how good and bad meeting behaviors relate to employee perceptions of meeting effectiveness and individual job attitudes. The authors develop a science-based, practitioner-friendly new survey tool for observing counterproductive meeting behavior and offer a juxtaposition of good and bad meeting behaviors in a single model.

Impact of thriving at work on eustress and distress: career growth as mediator

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Um-e-Rubbab Um-e-Rubbab ◽  
Shazia Faiz ◽  
Samyia Safdar ◽  
Namra Mubarak
Keyword(s):  
Human Resource Development ◽  
Structural Equation ◽  
Positive Association ◽  
Equation Modeling ◽  
Content Type ◽  
Career Growth ◽  
Hospitality Sector ◽  
Explanatory Mechanism ◽  
The Impact ◽  
Thriving At Work

Purpose Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework. Design/methodology/approach Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses. Findings Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed. Originality/value This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

scholarly journals Employee perceptions of diversity management in the hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Trishna G. Mistry ◽  
Fevzi Okumus ◽  
Marissa Orlowski
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Human Resources Management ◽  
Diversity Management ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Content Type ◽  
And Behavior ◽  
Attitudes And Behavior

PurposeDiversity management is of great importance in the hospitality industry, resulting in a host of constructive consequences if managed effectively. However, there is a deficiency of investigation surrounding the outcomes of diversity management on the employees' attitudes and behavior in the hospitality industry. This research sought to investigate the influence of diversity management on workers' performance and conduct in the hospitality industry.Design/methodology/approachThis quantitative study used survey data from 565 hospitality industry employees. Structural equation modeling was used to test the relationships from the research model.FindingsThis study identified a relationship between diversity management and positive workforce-related outcomes, including job performance, service innovation behavior and employee engagement in the hospitality industry.Research limitations/implicationsThe findings of this study will push the confines of diversity management scholarship and initiate new paths of academic inquiry. Hospitality industry managers can also identify the benefits of effective diversity management as a consequence of this study.Originality/valueThis research contributes to the growing literature on diversity management as an essential aspect of human resources management in promoting positive employee attitudes and behaviors.

Negative behaviors among employees: the impact on the intention to leave work

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Omar Durrah ◽  
Monica Chaudhary
Keyword(s):  
Structural Equation ◽  
Sampling Technique ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Telecommunication Service ◽  
Sultanate Of Oman ◽  
Telecommunication Sector ◽  
Content Type ◽  
Negative Behaviors ◽  
The Impact

PurposeThis study examines the effect of three negative behaviors namely alienation behavior, cynicism behavior and silence behavior on employees’ intention to leave work in the telecommunication sector in the Sultanate of Oman.Design/methodology/approachUsing a simple random sampling technique, data was collected using a questionnaire from 204 employees working in two leading telecommunication service providing agencies (Omantel and Ooredoo) in Oman. The collected data was analyzed using structural equation modeling (SEM) through AMOS software.FindingsThe findings of the study indicate a significant effect of both cynicism behavior and work alienation behavior on employees’ intention to leave work while silence behavior did not appear to affect employees’ intention to leave work.Practical implicationsThe research suggests that the policymakers are required to take corrective measures and implement policies and work practices that ensure employees’ sincere engagement to work.Originality/valueThe findings contribute to the knowledge regarding the effect of employees’ negative behavior on the intention to leave work. The work is novel in the context of studying the effect in the Sultanate of Oman.

scholarly journals The impact of job satisfaction on organizational commitment with employee engagement as moderating variable

2021 ◽  
Vol 8 (1) ◽  
pp. 90-104
Author(s):  
Muthia Roza Linda ◽  
Sutiyem ◽  
Dessy Trismiyanti ◽  
Riza Yonita ◽  
Suhery
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Research Data ◽  
Equation Modeling ◽  
Independent Variables ◽  
Excellent Service ◽  
The Impact

The purposes of the study are to analyze; 1) the impact of job satisfaction on banking employee’s organizational commitment, 2) the impact of employee engagement on organizational commitment, 3) the impact of job satisfaction on employee engagement, and 4) the indirect effect of job satisfaction on organizational commitment of banking employees in Padang with employee engagement as a moderating variable. The type of research is causative research, which aims to see how far the independent variables affect the dependent variable. The research data was collected came from 180 employees who worked in banking, in which they had more than 2 years of experience. Then the data to analyze using the structural equation modeling (SEM) approach with Smart PLS 3.0 software. The results showed that: 1) Job satisfaction has not a direct effect on organizational commitment in banking employees in Padang; 2) Employee engagement has a direct and significant effect on organizational commitment of banking employees in Padang; 3) Job satisfaction has a direct and significant effect on employee engagement banking employees in Padang and 4) Job satisfaction has an indirect and significant influence on employee organizational commitment when mediated by employee engagement. The contribution of this study is expected to provide information for companies in developing and improving employee attitudes to have a high commitment to the company. This is intended so that employees can contribute to providing excellent service to increase organizational competitiveness.

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