scholarly journals Perceived Insider Status and Job Design Predict Job Attitudes and Work Performance of Restaurant Employees

2016 ◽  
Vol 42 (6) ◽  
pp. 880-903 ◽  
Author(s):  
Steffen P. Raub
Keyword(s):  
Turnover Intention ◽  
Work Performance ◽  
Job Characteristics ◽  
Work Outcomes ◽  
Full Time ◽  
Voice Behavior ◽  
Personal Initiative ◽  
Part Time ◽  
Perceived Insider Status

In this article, the role of perceived insider status (PIS) as a predictor of attitudinal and behavioral work outcomes and the role of core job characteristics as moderators of this relationship has been investigated. Data from 203 employees of a casual restaurant chain in Singapore provide support for the central hypotheses. The results suggest that objective employment characteristics (full-time vs. part-time and permanent vs. seasonal) predict PIS even when controlling for organizational tenure. Moreover, PIS predicts job satisfaction, turnover intention, in-role job performance, as well as voice behavior and personal initiative. In addition to having significant main effects, enriched core job characteristics also moderate most of the relationships between PIS and the various outcomes. The article concludes with a discussion of some important implications of these findings for research and for managerial practice in the hospitality industry.

Examining perceived organizational politics among Indian managers

2016 ◽  
Vol 24 (3) ◽  
pp. 415-437 ◽  
Author(s):  
Upasna A. Agarwal
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Organizational Politics ◽  
Work Outcomes ◽  
Full Time ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Managerial Employees

Purpose This paper aims to test the effects of perception of organizational politics (POPS) on work outcomes–work engagement, innovative work behaviour and turnover intention. Mediating role of work engagement and the moderating role of locus of control (LOC) on perceived organizational politics–outcome (innovative work behaviour and turnover intention) relationship was investigated. Design/methodology/approach Data were gathered from a sample of 302 full-time managerial employees in India. Results suggest that perceived organizational politics is significantly related to intention to quit and innovative work behaviour, and this relationship is partially mediated by work engagement. LOC moderates the organizational politics–work outcomes (work engagement and innovative work behaviour) relationship. Findings The current research demonstrates that availability of a work environment, where there are unfair decisions, nepotism and favoritism, is an impediment to engagement, innovative work behaviour and retention of managers. It behooves of top management therefore focusing on reducing POPS and subsequent deficits in motivation by providing clear feedback regarding which behaviours their organization desires. Research limitations/implications The study focused on POPS as reported by the employees and not on actual political behaviours. As the study did not cover all sectors, the results of this study should be interpreted with caution. Originality/value The study extended the current research stream of perceived organizational politics research to one of the underrepresented developing Asian countries, India. The study also contributes in terms of its sample characteristics. Managerial employees working across different sectors, served as the setting of our empirical study.

Does Zhongyong thinking affect voice behavior? The mediating role of psychological safety

2021 ◽  
Vol 49 (8) ◽  
pp. 1-8
Author(s):  
Guodong Yang ◽  
Yingwei Ji ◽  
Qiumeng Xu
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Mediating Role ◽  
Business Administration Students ◽  
Part Time

Zhongyong, as a typical Confucian thinking model, is related to employees' voice behavior. In this research we explored the relationship between Zhongyong thinking and employees' voice behavior, and examined the mediating effect of psychological safety in this relationship. Survey data were collected from 218 part-time Master of Business Administration students from two Chinese universities. The structural equation modeling results demonstrate that Zhongyong thinking was positively related to psychological safety, and that psychological safety was positively related to voice behavior. Further, psychological safety mediated the Zhongyong thinking–voice behavior relationship. These results suggest that organizations can encourage voice behavior by enhancing employees' Zhongyong thinking and by boosting their perception of psychological safety in the workplace.

scholarly journals Islamic Education System in Singapore: Current Issues and Challenges

2020 ◽  
Vol 8 (2) ◽  
pp. 197-222
Author(s):  
Abdul Rahman ◽  
Idi Warsah ◽  
Ali Murfi
Keyword(s):  
Education System ◽  
Islamic Education ◽  
Full Time ◽  
Study Program ◽  
Library Research ◽  
Part Time ◽  
The Right ◽  
Management Curriculum ◽  
Constant Comparative Analysis

Although Singapore cannot be used as a model for global Islamic education, this country has quite several madrasahs. The Singapore government is also quite responsive in providing support for the continuation of Islamic education activities. This study aims to analyze the Islamic education system—madrasah management and curriculum in Singapore. Most importantly, this study identifies how the role of madrasahs in the Singapore education system is. The study in this paper is qualitative. This study uses library research, and the method of content analysis and constant comparative analysis becomes the first option of the writer. The results show that Singapore's Islamic Ugama Majlis (MUIS) plays a significant role in monitoring and managing the development of Islamic education in Singapore, which performs three types of Islamic education, Part-Time Education, Full Time Education, and Islamic Study Program for the Community. MUIS created a special curriculum by proposing the Singapore Islamic Education System (SIES) by introducing the ALIVE curriculum. The role and relevance of madrasahs cannot be underestimated or dismissed because the growing Muslim community and society will always need the right channels for real Islamic education regardless of how progressive or modern it is. This paper provides a broad view of madrasah in Singapore and looks at management, curriculum, and the role of madrasahs.

scholarly journals The Mediating Role of Employee Voice Behaviour in the Relation between Despotic Leadership and Employee Outcomes

sjesr ◽  
2020 ◽  
Vol 3 (4) ◽  
pp. 362-373
Author(s):  
Mir Aimal Kasi ◽  
Prof. Dr Zainiab Bibi ◽  
Prof. Dr Jahanvash Karim
Keyword(s):  
Turnover Intention ◽  
Positive Impact ◽  
Mediation Effect ◽  
Dark Side ◽  
Employee Voice ◽  
Voice Behavior ◽  
Employee Outcomes ◽  
Mediating Role ◽  
The Impact

Leaders play an essential role in the success and failure of the organization. In the past, studies examined positive leadership characteristics and behavior and their impacts on employee outcomes. The purpose of this study was to investigate the impact of despotic leadership on employee creativity and turnover intention with the mediating role of employee voice behavior. The sample consisted of 344 faculty members of Teacher Training Institutions in Pakistan. SPSS-25 software was used to evaluate the collected data. The results demonstrated that despotic leadership hurts employee voice behavior and creativity and has a positive impact on turnover intention. Further, the results also revealed that the voice behavior of employees has no mediation effect in the relationship between despotic leadership and employee outcomes (creativity and turnover intention). The study highlighted the importance of the topic and explored the research gap by focusing on the dark side of leadership and examined how despotic leadership harms the creativity and turnover intention of employees.

Key Considerations for Advancing Women in Coaching

2019 ◽  
Vol 27 (2) ◽  
pp. 128-135 ◽  
Author(s):  
Jenessa Banwell ◽  
Gretchen Kerr ◽  
Ashley Stirling
Keyword(s):  
Gender Equity ◽  
Thematic Analysis ◽  
Mentoring Relationships ◽  
Future Research ◽  
Full Time ◽  
Structured Interviews ◽  
Part Time ◽  
Business Engineering ◽  
Female Coaches

Women remain underrepresented in the coaching domain across various levels of sport both in Canada and internationally. Despite the use of mentorship as a key strategy to support female coaches, little progress has been seen in achieving parity. At the same time, greater advances in gender equity have occurred in other non-sport sectors such as business, engineering, and medicine. The purpose of this study, therefore, was to learn from non-sport domains that have seen advances in gender equity to inform mentorship for women in coaching. A mixed-methods methodology was employed and consisted of distributing mentorship surveys to female coaches (n = 310) at various competitive levels, representing current (88%), former (12%), full-time (26%), part-time (74%), paid (54%), and unpaid (46%) coaching status. In addition, eight in-depth semi-structured interviews were also conducted with women in senior-level positions across various non-sport domains, including business (n = 1), media (n = 1), engineering (n = 2), higher education (n = 1), law (n = 1), and medicine (n = 2), regarding the role of mentorship in advancing women in their field. A descriptive and thematic analysis of the survey and interview data were conducted and findings are interpreted to suggest considerable variation in the characteristics of female coaches’ mentoring relationships, as well as the need to move beyond mentorship to sponsorship for advancing women in coaching. Recommendations for future research and advancing women in coaching are provided.

Work context and turnover intention in social enterprises: the mediating role of meaning of work

2019 ◽  
Vol 34 (1) ◽  
pp. 46-60 ◽  
Author(s):  
Jonghun Sun ◽  
Jeong Won Lee ◽  
Young Woo Sohn
Keyword(s):  
Turnover Intention ◽  
Structural Equation Models ◽  
Shared Vision ◽  
Social Enterprises ◽  
Full Time ◽  
Meaning Of Work ◽  
Work Context ◽  
Content Type ◽  
Social Mission

PurposeThe purpose of this paper is to examine the role of meaning of work as a linking mechanism between the perception of work context and turnover intention within the rarely studied context of social enterprises.Design/methodology/approachDrawing on meaning of work theories, an integrated research model was developed. Data were collected using questionnaires from 315 full-time employees at 114 social enterprises in Korea. Mediated and moderated structural equation models were used to assess the hypotheses.FindingsSocial mission was fully mediated by meaning of work to predict low turnover intention, and shared vision was partially mediated to predict the same. The authors also found that the positive relationship between social mission and meaning of work was stronger when shared vision was higher.Originality/valueThis study extends previous literature on managerial psychology (i.e. meaning of work and turnover) in the context of a new but increasingly prevalent organizational form, social enterprises. It also provides practical advice for managers seeking to retain employees and encourage the sustainability of the social enterprise sector.

Coaches’ Burnout, Stress, and Recovery Over a Season: A Longitudinal Study

2015 ◽  
Vol 2 (2) ◽  
pp. 137-151 ◽  
Author(s):  
Sebastian Altfeld ◽  
Clifford J. Mallett ◽  
Michael Kellmann
Keyword(s):  
Emotional Stress ◽  
Work Hours ◽  
Full Time ◽  
Post Hoc Analysis ◽  
Perceived Success ◽  
Part Time ◽  
Post Hoc ◽  
Longitudinal Examination ◽  
Sports Coaching

The development of burnout in the vocation of sports coaching is a process that can take months or even years. Unfortunately, there is a paucity of longitudinal examination of coaches’ burnout, stress, and recovery. The present study investigated burnout, stress, and recovery of full and part-time coaches to examine possible changes during the course of the season. Twenty-five full-time and 45 part-time active German coaches of different sports and competition levels completed the German coaches’ version of the MBI and the RESTQ for Coaches at three time points. Inferential statistical analysis revealed significant changes of full-time coaches’ stress and recovery scores over the course of the season. Moreover, the work hours per week were significantly higher at the end of the season. Post hoc analysis revealed that full-time coaches whose values of perceived success decreased over the season showed increased emotional stress and decreased recovery values. Part-time coaches reported consistent stress experiences. Consequently, findings suggest that full-time coaches experienced increased emotional stress, invested more time, and had insufficient recovery during the season. Thus, the results highlighted the significant role of recovery for full-time coaches and were particularly important to enhance the understanding of coaches’ work.

Voice behavior and creative performance moderated by stressors

2017 ◽  
Vol 32 (2) ◽  
pp. 177-192 ◽  
Author(s):  
Jun Song ◽  
Jianlin Wu ◽  
Jibao Gu
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Performance Outcomes ◽  
Full Time ◽  
Voice Behavior ◽  
Creative Performance ◽  
Content Type ◽  
Work Related ◽  
Work Related Stressors

Purpose The purpose of this paper is to test the moderating role of work-related stressors on the relationship between voice behavior and the voicer’s creative performance. Design/methodology/approach The sample comprised 781 full-time employees from 16 companies covering six industries in the central region of China. Hierarchical moderated regression analyses were used to test the hypotheses. Findings Results showed that voice behavior had significant positive effect on creative performance. The positive relationship between voice behavior and creative performance was stronger for employees with low challenge stressors as well as for employees with high hindrance stressors. Research limitations/implications This study employs a cross-sectional design with data collected from the same source. Practical implications The findings suggest that employees should be encouraged to voice out their opinions and ideas. Work-related stressors should be treated differently to expand the effects of voice behavior on creative performance. Originality/value This study is one of the few to establish boundary conditions from the contextual perspective on the effect of voice behavior on employee performance. Considering whether work-related stressor is a challenge or a hindrance could possibly result in a better understanding of the role of work-related stressors in the voice behavior-creative performance relationship. An empirical evidence is provided for the positive relationship between voice behavior and employee performance outcomes.

Person-Organization Fit, Job Satisfaction, and Turnover Intention: An Empirical Study in the Chinese Public Sector

2010 ◽  
Vol 38 (5) ◽  
pp. 615-625 ◽  
Author(s):  
Bangcheng Liu ◽  
Jianxin Liu ◽  
Jin Hu
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Eastern China ◽  
Full Time ◽  
The Public ◽  
Part Time Students ◽  
Part Time ◽  
Person Organization Fit ◽  
Chinese Public

Based on a survey of 259 full-time employees in the public sector who were also part-time students for the Master of Public Administration program at a prestigious university in eastern China, it was found that person-organization (P-O) fit is a good predictor of job satisfaction and turnover intention in a Chinese context. In contrast to previous findings, the results of competition model analysis indicate that job satisfaction does work as a full mediator between P-O fit and turnover intention. In fact, P-O fit affects turnover intention through job satisfaction as a mediator.

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