New Principals in an Urban Bureaucracy: A Sense of Efficacy

1996 ◽  
Vol 6 (6) ◽  
pp. 661-690 ◽  
Author(s):  
Karen Osterman ◽  
Susan Sullivan
Keyword(s):  
Organizational Support ◽  
Role Models ◽  
School Change ◽  
Organizational Context ◽  
Leadership Behavior ◽  
Sense Of Self ◽  
Organizational Factors ◽  
Internal Factors ◽  
Mediating Role ◽  
Sense Of Efficacy

As principals assume their roles in an urban bureaucracy, what are some of the personal and organizational factors that support or restrict their efforts to bring about school change? Based on interviews with newly appointed principals, this study concludes that external and internal factors interact to influence leadership behavior. External factors, particularly role models, district expectations, and personal and organizational support, influence principals’ sense of self-efficacy. This internal factor, in turn, appeared to play an important mediating role influencing principals’ interpretation of the organizational context and their problem-solving processes.

scholarly journals Mechanism Between Organizational Support Factors and Motivation to Transfer: Mediating Role of Self-Efficacy

2020 ◽  
Vol 6 (4) ◽  
pp. 1621-1630
Author(s):  
Zeshan Ahmer ◽  
Muhammad Aamir ◽  
Majid Ali ◽  
Muhammad Usman
Keyword(s):  
Organizational Support ◽  
Self Efficacy ◽  
Structural Equation ◽  
Banking Sector ◽  
Organizational Factors ◽  
Supervisor Support ◽  
Equation Modeling ◽  
Contributing Factors ◽  
Mediating Role ◽  
Motivation To Transfer

Transfer of training has turned out to be a major issue for the banking industry and the desire of successful transferability of training content can be actualized by motivating the trainees to transfer their learned skills. Therefore, this study highlighted the less studied variables from organizational factors (i.e. organizational and supervisor support) and trainee’s characteristics (i.e. self-efficacy) to develop a model for motivation to transfer. For the purpose, data were collected from 388 banking employees and the hypotheses were investigated by means of structural equation modeling using AMOS. The study found both organizational and supervisor support as contributing factors towards motivation to transfer through self-efficacy. The study has implications for the banking sector to cope with this emerging issue.

scholarly journals Impact of leadership behavior on psychological capital: the mediating role of organizational support

2020 ◽  
Vol 18 (2) ◽  
pp. 46-56 ◽  
Author(s):  
Osama Marashdah ◽  
Rokaya Albdareen
Keyword(s):  
Organizational Support ◽  
Psychological Capital ◽  
Leadership Behavior ◽  
Insurance Companies ◽  
Conservation Of Resources ◽  
Mediating Role ◽  
Statistical Program ◽  
The Right ◽  
The Relationship

Even though psychological capital has been identified as an important issue in the workplace, little research has focused on it through organizational support. Drawing on leadership theory and conservation of resources theory, this article examines the mediating role of organizational support in the relationship between leadership behavior and psychological capital in insurance companies in Jordan. The questionnaires were distributed randomly. Out of 350 questionnaires, 335 questionnaires were effective for analysis, after analyzing the data using the statistical program SmartPLS version 3.2.6. Based on the theories, a significant impact of organizational support on the relationship between leadership behavior and psychological capital of employees was found. Thus, the study recommended maintaining the interest of senior management in the insurance companies operating in Jordan to identify and educate the managers of these companies in choosing the appropriate leadership behavior in accordance with the company’s data and the circumstances surrounding it at the right time and place.

scholarly journals Perceived Organizational Support, Stress Coping Behaviors and Mediating Role of Psychological Capital: Special Education and Rehabilitation Centers

2017 ◽  
Vol 64 (3) ◽  
pp. 359-377 ◽  
Author(s):  
Haluk Erdem ◽  
Ufuk Turen ◽  
Yunus Gokmen ◽  
Oguz Tuz
Keyword(s):  
Special Education ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Organizational Factors ◽  
Stress Coping ◽  
Mediating Role ◽  
Rehabilitation Centers ◽  
The Impact

Abstract High level stress in work place is known to be associated with negative organizational behaviors and bad organizational performance. There are individual and organizational factors influencing stress coping behavior of employees. In this study we explore the impact of employees’ perceptions of organizational support on their stress coping capabilities (problem-focused stress coping and emotion-focused stress coping) and whether their psychological capital (PsyCap) plays a mediating role in this relationship using the sample of employees in special education and rehabilitation centers in Turkey. Multivariate statistical analyses show a significant positive relationship between perceived organizational support (POS) and problem-focused stress coping (PFSC), and no significant relationship between POS and emotion-focused stress coping (EFSC). A significant positive association is detected between POS and PsyCap. Accordingly, our findings show that PsyCap plays a partial mediating role in the association between POS and PFSC.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

Job satisfaction and leadership behavior brief measures: a development and validation study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Julio César Acosta-Prado ◽  
Arnold Alejandro Tafur-Mendoza ◽  
Rodrigo Arturo Zárate-Torres ◽  
Geli Mercedes Pautt-Torres
Keyword(s):  
Job Satisfaction ◽  
Differential Item Functioning ◽  
Latin American ◽  
Organizational Context ◽  
Leadership Behavior ◽  
Good Alternative ◽  
Content Type ◽  
Item Functioning ◽  
Development And Validation ◽  
The Relationship

Purpose Job satisfaction and leadership behavior are recognized by the organizational world as fundamental elements that influence the overall effectiveness of a company. However, as the first step for an adequate intervention on any of these variables, it is the evaluation. The purpose of this paper is to develop and validate two brief measures on job satisfaction and leadership behavior. Design/methodology/approach The sample was made up of 246 workers located in Bogota, Colombia. The study was an instrumental research. To collect validity evidence, the internal structure and the relationship with other variables were used. For the evaluation of equity, the differential item functioning was analyzed according to the sex of the participants. Reliability was estimated through the ordinal omega coefficient. Findings Both brief measures presented a unifactorial structure, where job satisfaction was measured by five items and leadership behavior by four items. On the other hand, only one item of leadership behavior showed differential item functioning; however, its magnitude was trivial. Also, convergent and discriminant evidence was provided for both measures, and the reliability levels were adequate. Originality/value The measures developed represents an effort to briefly measure job satisfaction and leadership behavior. Likewise, it constitutes two of the few instruments to measure job satisfaction and leadership behavior in Latin American, representing a good alternative for the measurement of the referred constructs in an organizational context.

Il benessere organizzativo tra giustizia e motivazione

RISORSA UOMO ◽  
2009 ◽  
pp. 431-447
Author(s):  
Emanuela Chemolli ◽  
Margherita Brondino ◽  
Margherita Pasini
Keyword(s):  
Trade Union ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Organizational Context ◽  
Well Being ◽  
Loosely Coupled ◽  
Local Union ◽  
Justice Perception ◽  
Organizational Constructs

- Organizational justices has often been studied as an antecedent of different organizational constructs concerning well-being but only in few studies it has been related with motivation at work. In this research we surveyed justice perception of 113 trade union members of a local union (defined also as loosely-coupled organization), their motivation at work and their perceived organizational support. We want to verify whether, in this atypical organizational context, justice is an antecedent of motivation as it seems to be in the few empirical studied on this topic. At the beginning, this relation was not present, but the inclusion of perceived organization support like mediation variable pointed out an indirect effect between justice and motivation.

scholarly journals Coworking, the Sharing Economy, and the City: Which Role for the ‘Coworking Entrepreneur’?

Urban Science ◽  
2018 ◽  
Vol 2 (3) ◽  
pp. 83 ◽  
Author(s):  
Giacomo Durante ◽  
Margherita Turvani
Keyword(s):  
Information And Communication Technologies ◽  
Organizational Factors ◽  
Communication Technologies ◽  
Sharing Economy ◽  
Internal Factors ◽  
Information And Communication ◽  
Entrepreneurial Action ◽  
Coworking Spaces ◽  
Set Up ◽  
The City

Sharing economy platforms enabled by information and communication technologies (ICTs) are facilitating the diffusion of collaborative workplaces. Coworking spaces are emerging as a distinctive phenomenon in this context, not only fostering knowledge transfer and facilitating innovation, but also affecting the urban and socio-economic fabric contributing to urban regeneration processes at both the local scale and the city scale. Although the positive impacts of coworking on the urban environment are documented, there is still little or no evidence of the economic viability of coworking businesses, and a “coworking bubble” has been evoked. Given the lack of data, a national survey was set up of Italian coworking businesses, aimed at assessing the relevance of internal organizational factors (size, occupancy, profitability, services provided) for the sustainability of coworking businesses. By presenting the results of the survey, we argue that the sustainability and viability of the coworking model is highly dependent on internal factors, strictly related to the entrepreneurial action of coworking managers.

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