The Role of Grit in Enhancing Job Performance of Frontline Employees: The Moderating Role of Organizational Tenure

2019 ◽  
pp. 61-84 ◽  
Author(s):  
Minseong Kim ◽  
Jungmin Lee ◽  
Jihye Kim
Keyword(s):  
Job Performance ◽  
Frontline Employees ◽  
Organizational Tenure ◽  
Moderating Role

scholarly journals Job Burnout in Front-Line Employees: Moderating Role of Hope and Self-Efficacy

2019 ◽  
Vol 1 (1) ◽  
pp. 18-23
Author(s):  
Faiza Akhtar ◽  
◽  
Huma Khan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Self Efficacy ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Frontline Employees ◽  
Moderation Effect ◽  
Negative Effect ◽  
Moderating Role

The present study investigates the effects of burnout toward job performance and job satisfaction with a moderating role of hope and self-efficacy. Findings from 310 frontline employees of Pakistani commercial bank (Lahore, Karachi & Islamabad), showed burnout has a significant negative effect on job performance and job satisfaction. A simple random sampling technique was used to collect data, and inferential statistics were applied to analyze the data. However, results disclose no moderation effect of hope on burnout and job performance or with job satisfaction. But, data significantly support the moderation effect of self-efficacy. The moderation effect was analyzed by the moderation process of Preacher, Rucker, & Hayes, (2007). The study further sheds light on the development of psychological capital, and the importance of the implication of the current finding is discussed. This study will help top management and trainers to understand so they can manage burnout issues on frontline employees for better performance and employee satisfaction.

Team Knowledge Diversity and Team Creativity: The Moderating Role of Status Inequality

2018 ◽  
Vol 46 (10) ◽  
pp. 1611-1622 ◽  
Author(s):  
Won-Woo Park ◽  
Joon Yeol Lew ◽  
Eun Kyung Lee
Keyword(s):  
Team Creativity ◽  
Team Members ◽  
Task Knowledge ◽  
Knowledge Diversity ◽  
Status Inequality ◽  
Using Data ◽  
Organizational Tenure ◽  
The Relationship ◽  
Moderating Role

We examined the relationship between team task knowledge diversity and team creativity, and the moderating role of team status inequality, with a focus on organizational tenure and rank inequality. By adopting an input–process–output framework, we hypothesized that teams would achieve high levels of creativity when they have a large pool of task-relevant expertise that is differentiated and specialized among team members, but the relationship would be weakened when team members have different statuses. We tested our hypotheses using data from 325 teams of employees at 10 companies in South Korea. Results showed that task knowledge diversity was positively associated with team creativity and a team's status inequality in terms of organizational tenure moderated the relationship in a negative way. Our findings contribute to the literature on team creativity by providing new insights regarding how status inequality, which is almost ubiquitous in workplaces, plays a role in a dynamic team process for creativity.

SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES

2010 ◽  
Vol 63 (3) ◽  
pp. 561-593 ◽  
Author(s):  
D. LANCE FERRIS ◽  
HUIWEN LIAN ◽  
DOUGLAS J. BROWN ◽  
FIONA X. J. PANG ◽  
LISA M. KEEPING
Keyword(s):  
Job Performance ◽  
Self Esteem ◽  
Moderating Role

scholarly journals Relationship between Social Capital and Job Performance among Faculty Members of a Medical University: The Moderating Role of Entrepreneurship Behavior

2020 ◽  
Author(s):  
Roohollah Kalhor ◽  
Nadia Neysari ◽  
Saeed Shahsavari ◽  
Sima Rafiei
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Structural Equation ◽  
Faculty Members ◽  
Equation Modeling ◽  
Path Coefficient ◽  
Medical Sciences ◽  
Entrepreneurial Behavior ◽  
Moderating Role

Abstract Background Job performance is an important organizational factor that plays a significant role in the success of organizations. This study aims to investigate the moderating role of entrepreneurial behavior in the relationship between social capital and job performance among faculty members of Qazvin University of Medical Sciences. Methods This is a descriptive-analytical study which has been conducted through a structural equation modeling among all university faculty members working in different faculties of Qazvin University of Medical Sciences in 2017. To evaluate the causal relationships between study variables, Structural Equation Modeling (SEM) on AMOS software, with the significant level of 0.05 was used. Results Findings indicated that entrepreneurial behaviors and social capital could predict job performance. The direct effect of social capital on job performance (path coefficient: 0.17) and its indirect effect with the moderating role of entrepreneurial behavior (path coefficient: 0.39) were confirmed (P< 0.05). Furthermore, Sobel test affirmed the indirect associations between variables (P< 0.05). Conclusions Strengthening social capital and promoting entrepreneurial behavior can lead to higher levels of performance. Building trust among organizational members and designing new incentive methods which use entrepreneurial indicators for performance evaluation can improve social capital. Therefore, managers can contribute to the improvement of job performance through developing entrepreneurial behavior among their employees.

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