Formalization and employee thriving at work: a moderated mediation model including work engagement and centralization

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
H.M. Saidur Rahaman
Keyword(s):  
Organizational Structure ◽  
Work Engagement ◽  
Survey Design ◽  
Conservation Of Resources ◽  
Full Time ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
The Relationship ◽  
Thriving At Work

PurposeUntil recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher.Design/methodology/approach The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations.FindingsResults show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low.Research limitations/implicationsFormalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure.Originality/valueThis study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.

scholarly journals Does Supervisor Communication Styles Reduce Cyber loafing? Important Roles of Work Engagement and Psychological Capital

2020 ◽  
Vol V (I) ◽  
pp. 562-571
Author(s):  
Sajid Rahman Khattak ◽  
Hafeez Ullah ◽  
Muhammad Zahid Awan
Keyword(s):  
Work Engagement ◽  
Communication Styles ◽  
Conservation Of Resources ◽  
Full Time ◽  
Motivation Factors ◽  
Managerial Implications ◽  
Aggressive Communication ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Drawing from Conservation of Resources Theory (COR), the current research examined the direct and indirect relationship (PsyCap, work engagement) of perceived supervisor communication styles and cyberloafing. Data from 367 full-time employees working in 64 different firms were collected through a standardized scale. The findings revealed that assertive communication style has a negative relation with cyberloafing while passive and aggressive communication styles have positive associations with cyberloafing. Moreover, PsyCap partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. Additionally, employee work engagement partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. The study suggests that leaders can reduce employee involvement in cyberloafing through effective supervisor communication and intrinsic motivation factors such as PsyCap and work engagement. Limitations, future directions, theoretical contributions and managerial implications are also highlighted.

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

Workplace hierarchical plateau and employees' work engagement: Mediating effect of forgone identity dwelling

2021 ◽  
Vol 49 (11) ◽  
pp. 1-11
Author(s):  
Tuwei Sun ◽  
Zhen Li
Keyword(s):  
Work Engagement ◽  
Regulatory Focus ◽  
Online Survey ◽  
Work Attitudes ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Negative Effects ◽  
Work Identity ◽  
Indirect Relationship ◽  
The Relationship

In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.

Employee strengths use and innovative behavior: a moderated mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Xinqi Lin ◽  
Weilin Su
Keyword(s):  
Positive Affect ◽  
Innovative Behavior ◽  
Convenience Sample ◽  
Content Type ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

Who benefits from time-spatial job crafting? The role of boundary characteristics in the relationship between time-spatial job crafting, engagement and performance

2020 ◽  
Vol 16 (1) ◽  
pp. 1-19
Author(s):  
Jurgita Lazauskaite-Zabielske ◽  
Arunas Ziedelis ◽  
Ieva Urbanaviciute
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Job Crafting ◽  
Content Type ◽  
Work Arrangements ◽  
Boundary Characteristics ◽  
Indirect Relationship ◽  
The Relationship ◽  
Work And Life

PurposeUsing the theoretical framework of job demands-resources and boundary management, the purpose of this paper is to explore the moderating role of work and life boundary characteristics in the relationship between time-spatial job crafting, work engagement and job performance.Design/methodology/approachA total of 176 employees working in the IT sector and having an opportunity to use flexible work arrangements were surveyed online.FindingsWork and life boundary characteristics were found to moderate the relationship between time-spatial job crafting and work engagement as well as between time-spatial job crafting and job performance. Moreover, boundary characteristics moderated the indirect relationship between time-spatial job crafting and job performance through work engagement.Practical implicationsTime-spatial job crafting becomes a key strategy for maintaining work engagement and job performance, when work–life boundaries are less flexible and less permeable.Originality/valueThe study demonstrates that boundary characteristics determine the effects of time-spatial job crafting on work engagement and job performance.

Does narcissistic leadership enhance employee resilience? A moderated mediation model of goal-directed energy and psychological availability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jin Li ◽  
Yiwen Tong
Keyword(s):  
Mediating Effect ◽  
Conservation Of Resources ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Confirmatory Factor ◽  
Effective Role ◽  
Directed Energy ◽  
The Relationship ◽  
Training Opportunities

PurposeDrawing on the conservation of resources (COR) theory, this study highlights the mediating role of goal-directed energy as a critical psychological resource. The purpose of this study is to examine the mediating effect of goal-directed energy on the relationship between narcissistic leadership and employee resilience. The study also explores the moderating effect of psychological availability on the relationship between narcissistic leadership and goal-directed energy.Design/methodology/approachData were collected from 857 employees and their supervisors at 137 enterprises in China. Confirmatory factor analysis, hierarchical multiple regression analysis and path analysis were adopted to analyze the data.FindingsThe results indicate that narcissistic leadership has a positive effect on goal-directed energy, which, in turn, enhances employee resilience. Furthermore, the effect of narcissistic leadership on goal-directed energy becomes more prominent in the context of lower psychological availability.Practical implicationsFirst, narcissistic leadership is supposed to play an effective role in helping employees gain resources. Second, organizations should attach importance to implementing resilience-building programs on employees to cope with uncertainty. Third, organizations should offer multiple training opportunities to stimulate employees’ goal-directed energy.Originality/valueFirst, the findings suggest that employee resilience is influenced by narcissistic leadership, which provides more possibilities for the study on the antecedents of resilience. Second, the study offers novel insights regarding the effect of narcissistic leadership on employee resilience through goal-directed energy. Finally, it also examines psychological availability as the boundary condition between narcissistic leadership and goal-directed energy.

Linking empowerment, engagement, communication and organizational health: Moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anupama Singh
Keyword(s):  
Organizational Communication ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Organizational Health ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement. Design/methodology/approach Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used. Findings Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger. Originality/value This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Survey Design ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

scholarly journals The role of person-job fit in the relationship between transformational leadership and job engagement

2017 ◽  
Vol 32 (5) ◽  
pp. 373-386 ◽  
Author(s):  
Hong T.M. Bui ◽  
Yolanda Zeng ◽  
Malcolm Higgs
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Equation Modeling ◽  
Full Time ◽  
Job Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to explore the relationship between transformational leadership and employees’ work engagement based on fit theory. The paper reports an investigation into the way in which employees’ perceptions of transformational leadership and person-job fit affect their work engagement. Design/methodology/approach To test the authors’ hypotheses, the authors performed structure equation modeling with maximum likelihood estimation on Mplus with bootstrapping proposed by Hayes (2009) with data from 691 full-time employees in China. Findings The results indicate that transformational leadership has as significant influence on employees’ work engagement as person-job fit in China. Moreover, employees’ perception of person-job fit is found to partially mediate the relationship between transformational leadership and employees’ work engagement. Research limitations/implications There is a possible bias arising from the use of cross-sectional data. However, certain methods were implemented to minimize it, including survey design and data analysis. Practical implications The paper proposes a number of practical implications for policy makers, HR managers and transformational leaders relating to issues associated with improving levels of employee engagement. Originality/value The study contributes to developing leadership and engagement theory by examining a previously unexplored mediator – person-job fit – in a neglected cultural setting. This study promises to open new research avenues in this area.

Learning from your leaders and helping your coworkers: the trickle-down effect of leader helping behavior

2020 ◽  
Vol 41 (6) ◽  
pp. 883-894
Author(s):  
Zhenduo Zhang ◽  
Li Zhang ◽  
Jing Xiu ◽  
Junwei Zheng
Keyword(s):  
Social Cognitive ◽  
Cognitive Theory ◽  
Helping Behavior ◽  
Content Type ◽  
The Social ◽  
Indirect Relationship ◽  
The Relationship ◽  
Shed Light ◽  
Trickle Down ◽  
Thriving At Work

PurposeBased on the social cognitive theory, this research analyzed the helping behavior of leaders and its trickle-down effect on an employee's helping behavior. Additionally, this study analyzed the relationship between an employee's helping behavior and thriving at work.Design/methodology/approachCellphones were used to collect data using the experience sampling method from 74 participants over five consecutive days (N = 370), and the conceptual model was analyzed at the episode level.FindingsThis research examined the helping behavior of employees and its role in mediating the relationship between a leader's helping behavior and an employee's thriving at work. Psychological availability moderates this indirect relationship; and high psychological availability increases the indirect influence of a leader's helping behavior on an employee's helping behavior, which in turn increases employee's thriving at work.Originality/valueThe findings of this research shed light on a new social cognitive mechanism through which the helping behavior of leaders enhances an employee's thriving at work.

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