scholarly journals When Do Frontline Hospitality Employees Take Charge? Prosocial Motivation, Taking Charge, and Job Performance: The Moderating Role of Job Autonomy

2018 ◽  
Vol 60 (3) ◽  
pp. 237-248 ◽  
Author(s):  
Zhenyao Cai ◽  
Yuanyuan Huo ◽  
Junbang Lan ◽  
Ziguang Chen ◽  
Wing Lam
Keyword(s):  
Job Performance ◽  
Positive Relationship ◽  
Interactive Effect ◽  
Job Autonomy ◽  
Prosocial Motivation ◽  
Activation Theory ◽  
Trait Activation ◽  
Taking Charge ◽  
Two Stages

This study draws on trait activation theory to examine the effects of frontline hospitality employees’ prosocial motivation on their taking charge and job performance and how job autonomy moderates these effects. We collected data in two stages from 185 pairs of frontline hospitality employees and their direct supervisors, and we found a positive relationship between employees’ prosocial motivation and their taking charge. In addition, job autonomy strengthened this positive relationship, and taking charge mediated the interactive effect of prosocial motivation and job autonomy on job performance. These results suggest that when frontline hospitality employees perceive their level of job autonomy to be high enough to activate their expression of prosocial motivation, they will be more likely to engage in taking charge, which should lead to a higher evaluation of their job performance. Theoretical and practical implications for hospitality industry were discussed at the end of the article.

Moderating Role of Job Autonomy and Supervisor Support in Trait Emotional Intelligence and Employee Creativity Relationship

2018 ◽  
Vol 22 (3) ◽  
pp. 253-263 ◽  
Author(s):  
Md. Hassan Jafri
Keyword(s):  
Emotional Intelligence ◽  
Supervisor Support ◽  
Interactive Effects ◽  
Job Autonomy ◽  
Employee Creativity ◽  
Activation Theory ◽  
Trait Activation ◽  
The Relationship ◽  
Moderating Role

This study examined the relationship between trait-based emotional intelligence and employee creativity. Drawing from the trait activation theory (TAT), the current study also examined job autonomy and supervisor support as interactive effects on emotional intelligence—employee creativity relationship. The study was conducted on 233 employees working at different positions, in two financial sector organizations. Using random sampling approach, data were taken on standard questionnaire from employees of the organizations of the study. Correlations and regression analyses revealed that the trait-based emotional intelligence has positive and significant influence on employee creativity. Moderated regression analysis showed that both job autonomy and supervisor support strengthened the emotional intelligence—employee creativity relationship. The implications of the study have been explicated in the research.

scholarly journals ROLE OF EMPOWERMENT AND IDENTIFICATION WITH WORK TEAMS IN INNOVATION CLIMATE

2020 ◽  
Vol 60 (3) ◽  
pp. 183-194
Author(s):  
MANUEL FERNANDO MONTOYA RAMÍREZ ◽  
JHONY OSTOS ◽  
ARTURO RODOLFO SAENZ ARTEAGA
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Work Performance ◽  
Positive Relationship ◽  
Work Teams ◽  
Work Commitment ◽  
Service Companies ◽  
Innovation Climate

ABSTRACT Several studies argue that an organizational climate oriented to promote innovation generates greater competitiveness in companies. However, very few researchers have explored the factors that lead to the formation of innovation climate and their effects on workers’ performance. Based on a sample of 201 workers from manufacturing and service companies, an analysis was carried out to examine the influence of variables like empowerment and Identification with work teams in innovation climate. Furthermore, the influence of innovation climate on job performance and work commitment was analyzed. The results indicate that there is a positive relationship among the variables of the hypotheses, empowerment and Identification with work teams influence in innovation climate, and the latter influences work performance and work commitment

Withholding Knowledge in Teams: An Interactionist Perspective of Personality, Justice, and Autonomy

2018 ◽  
Vol 46 (12) ◽  
pp. 2009-2024 ◽  
Author(s):  
Wei Pan ◽  
Qingpu Zhang
Keyword(s):  
Negative Relationship ◽  
Personality Characteristics ◽  
Interactive Effects ◽  
Job Autonomy ◽  
Overall Justice ◽  
Development Teams ◽  
Activation Theory ◽  
Trait Activation ◽  
Interactionist Perspective ◽  
Software Development Teams

From an interactionist perspective and drawing on trait activation theory, we examined the main and interactive effects of personality, overall justice, and job autonomy on knowledge withholding in a team context. Participants comprised 214 employees from software development teams. Results showed that employees with high conscientiousness and low neuroticism were less likely to withhold knowledge. Contrary to our expectations, job autonomy was positively related to knowledge withholding. Further, the negative relationship between conscientiousness and knowledge withholding was stronger in a high overall justice situation, whereas the positive relationship between neuroticism and knowledge withholding was stronger in situations of low overall justice and high job autonomy. Our findings highlight the differences between knowledge withholding and knowledge sharing, and show that high overall justice can compensate for less desirable personality characteristics, such as neuroticism and unconscientiousness.

What determines expatriates’ performance while abroad? The role of job embeddedness

2015 ◽  
Vol 3 (1) ◽  
pp. 62-82 ◽  
Author(s):  
Maike Andresen
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Online Survey ◽  
Positive Relationship ◽  
Job Embeddedness ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Community Embeddedness ◽  
Organizational Embeddedness

Purpose – The purpose of this paper is to empirically examine job embeddedness as antecedent of job performance and organizational citizenship behaviors (OCBs) of expatriates. Design/methodology/approach – In total, 194 expatriates from 39 nationalities were recruited through various expatriate organizations, which provided expatriate groups they had access to with a link to the online survey in English. To test the hypotheses, the author used bivariate analyses and multivariate regressions were calculated to control for alternative explanations. Findings – As hypothesized, community embeddedness was positively related to job performance and both organizational embeddedness and community embeddedness were positively related to OCBs. Moreover, community embeddedness and organizational embeddedness showed to be positively related. In addition, organizational embeddedness partially mediated the positive relationship between community embeddedness and job performance for organizational expatriates (moderated mediation) as well as the positive relationship between community embeddedness and OCBs. Originality/value – This is one of the first study to address the differential effects of organizational and community embeddedness on job performance in an expatriation context.

BIG FIVE PERSONALITY THEORY DAN DAMPAKNYA TERHADAP KINERJA DENGAN JOB AUTONOMY SEBAGAI VARIABEL MODERATOR PADA PETUGAS PENYULUH KOPERASI LAPANGAN KEMENTRIAN KOPERASI DAN UKM

2019 ◽  
Vol 8 (1) ◽  
Author(s):  
IRFAN MAHDI B2041171011
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Five Factor Model ◽  
Human Resources Management ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Personality Theory ◽  
Job Autonomy ◽  
Trait Activation

Penelitian ini bertujuan untuk mengetahui pengaruh Big Fiv Personality yang terdiri dari Opennes to Experiences, Conscientiousness, Extraversion, Agreebleness, dan Neuroticsm terhadap kinerja yang dimoderasi oleh Job Autonomy pada Petugas Penyuluh Koperasi Lapangan Kementerian Koperasi dan UKM Republik Indonesia,  yang terdiri dari 100 sampel yang tersebar di seluruh Indonesia. Teknik pengambilan sampel dalam penelitian ini adalah total sampling dengan cara mengisi kuesioner yan telah melalui uji validitas dan reliabilitas untuk memperoleh data. Data yang diperoleh dianalisis menggunakan regresi berjenjang dengan 3 tahap.Hasil dari regresi menunjukkan bahwa Opennes to Experiences, Conscientiousness, Extraversion, dan Agreebleness memberikan pengaruh terhadap kinerja PPKL Kementerian Koperasi dan UKM Republik Indonesia. Sedangkan, Neuroticsm tidak memberikan pengaruh terhadap kinerja. Selain itu, Job Autonomy hanya dapat memoderasi pengaruh Agreebleness terhadap kinerja. Job Autonomy tidak dapat memoderasi pengaruh Opennes to Experiences, Conscientiousness, Extraversion, dan Neuroticsm terhadap kinerja  Kata Kunci : Big Five Personality Theory, Opennes to Experiences, Conscientiousness, Extraversion, Agreebleness, Neuroticsm, Kinerja, Job AutonomyDAFTAR PUSTAKABernardin dan Russel. 1993. Human Resources Management, New York: Prentice HallBreaugh, James A.. 1985. The Measurement of Work Autonomy. University of       Missouri-Si. LouisChia, Choo Seng, Chong Su Theng, Lee Suet Ling, Tan Thye Siang, dan Wan Bao Yen. 2013. The Person–Situation Debate Revisited: Effect Of Situation Strength And Trait Activation On The Validity Of The Big Five Personality Traits In Predicting Job Performance. Universiti Tunku Abdul Rahman. Faculty Of Business And Finance, Department Of Business.Judge, T. A., & Zapata, C. P. (2015). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the big five personality traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1170Koesmono, Teman, 2005, “Pengaruh Budaya Organisasi Terhadap Motivasi dan Kepuasan Kerja serta Kinerja Karyaan pada Sub Sektor Industri Pengolahan Kayu Skala Menengah di Jawa Timur”. Jurnal Manajemen dan Kewirausahaan, Vol 7 no 2 hal 171-188. Surabaya : Universitas Katholik Widya Mandala.Mangkunegara, A.A.Anwar Prabu. 2005. Evaluasi Kinerja SDM. Refika Aditama. Bandung.Mount, M.K., Barrick, M.R. and Stewart, G.L. (1998), “Five-factor model of personality and performance in jobs involving interpersonal interactions”, Human Performance, Vol. 11 Nos. 2/3, pp. 145-165.Pervin, L.A., Cervone, D., & John, O.P. (2010). Psikologi Kepribadian Teori dan Penelitian. (Edisi Kesembilan). Jakarta: Kencana.Ramadhanty, Rezki Wulan. 2013. Pengaruh Pengalaman, Otonomi, Profesionalisme, Dan Ambiguitas Peran Terhadap Kinerja Auditor (Studi Empiris Pada Kantor Akuntan Publik Di Daerah Istimewa Yogyakarta). Skripsi, Fakultas Ekonomi. Universitas Yogyakarta.Rashid, Norhidayah Mohd, Nur Farhana Mohd Sah, Norafifa Mohd Ariffin, Wan Soraya Wan Abdul Ghani, dan Nor Sara Nadia Muhamad Yunus .2016. The Influence of Bank’s Frontlines’ Personality Traits on Job Performance. Procedia Economics and Finance 37 ( 2016 ) 65 – 72.Widyahastuti, Rizki. 2016. “Pengaruh Kepribadian (Big Five Personality) Terhadap Multitasking”, Journal Facultay of Psychology, Universitas Muhammadiyah Malang.Wikansari, Rinandita dan Muslim Nasyroh. 2017. Hubungan Antara Kepribadian (Big Five Personality Model) Dengan Kinerja Karyawan Relationship Between Personality (Big Five Model) And Employee Job Performance. https://www.researchgate.net/publication/317183116. Politeknik APP Jakarta, Kementrian Perindustrian.Yuliani, Leny, dan Wima Sartika. 2015. Regresi Multilevel, Journal Institut Pertanian          Bogor

The Effect of Prosocial Motivation on Taking Charge and Job Performance

2016 ◽  
Vol 2016 (1) ◽  
pp. 14934
Author(s):  
Junbang Lan ◽  
Zhenyao Cai ◽  
Yuanyuan Huo ◽  
Raymond Chiu Ming Law ◽  
Song Chang
Keyword(s):  
Job Performance ◽  
Prosocial Motivation ◽  
Taking Charge

High-performance work systems and burnout: the moderating role of mindset and the need for achievement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Promila Agarwal
Keyword(s):  
High Performance ◽  
Positive Relationship ◽  
Interactive Effect ◽  
Individual Characteristics ◽  
Growth Mindset ◽  
Need For Achievement ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems

Purpose Drawing from the conservation of resources (COR) theory, this paper aims to examine the interaction among high-performance work systems (HPWS), growth mindset and need for achievement to explain burnout among employees. Design/methodology/approach The authors used SPSS PROCESS to test the research model on a sample of 341 employees from the manufacturing sector. The authors followed random sampling process to select organizations and employees within the organization. Findings The findings reveal a positive relationship between HPWS and job burnout. The study also confirms the interactive effect of HPWS, growth mindset and the need for achievement on burnout. Research limitations/implications The study explains the boundary conditions of HPWS and resolves the discrepancy associated with the negative effect of HPWS on employees. The results both confirm and expand the COR theory. Originality/value This is the first study to reveal the role of individual characteristics in understanding the positive relationship between HPWS and burnout. The study points out that the belief system and how need for achievement influence resource conservation strategies.

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