The Study of the Relationship between Abusive Supervision, Leader Liking, and Task Performance - Moderated Mediating Effect of Subordinate's Desire for Friendship -

2021 ◽  
Vol 28 (4) ◽  
pp. 125-139
Author(s):  
Seokbong Kim ◽  
◽  
Heetae Park
Keyword(s):  
Task Performance ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
The Relationship ◽  
And Task

scholarly journals Don't Fuss, Focus: The Mediating Effect of On-Task Thoughts on the Relationship between Error Approach Instructions and Task Performance

2014 ◽  
Vol 64 (3) ◽  
pp. 599-624 ◽  
Author(s):  
Nicoletta G. Dimitrova ◽  
Cathy van Dyck ◽  
Edwin A.J. van Hooft ◽  
Peter Groenewegen
Keyword(s):  
Task Performance ◽  
Mediating Effect ◽  
The Relationship ◽  
And Task

scholarly journals Ketidakamanan pekerjaan dan kinerja tugas: Peran burnout sebagai mediator

2021 ◽  
Vol 9 (2) ◽  
pp. 150-155
Author(s):  
Alice Salendu ◽  
Muhamad Fachri Maldini
Keyword(s):  
Task Performance ◽  
Work Experience ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Maslach Burnout Inventory ◽  
Mediating Effect ◽  
Design Data ◽  
The Relationship ◽  
And Task

An increasingly dynamic and uncertain job demands provided new challenges for employees in task performance, had an impact on job insecurity, and triggered burnout for employees. This study investigated the predictor role of job insecurity on task performance through the mediation role of burnout. The researcher conducted correlational research with a non-experimental research design. Data were collected from 106 respondents who were private employees with a minimum of one year of work experience. The sampling technique used was convenience sampling. This study was conducted by using the Job Insecurity Scale, Task Performance Scale, and Maslach Burnout Inventory - General Scale which was adapted in Indonesia language. The data were processed using multiple regression analysis with mediating variables. The result of this research showed that job insecurity had a negative relationship with task performance (b = −0.35, t = −2.78; p = 0.00). In addition, it was also found that burnout partially mediated the relationship between job insecurity and task performance (β = -0.20, SE =0.07; 99% CI [-0.41,-0.05]). There was evidence that job insecurity had a negative relationship with task performance and burnout had a mediating effect on the relationship between job insecurity and task performance.

Employee engagement, creativity and task performance: role of perceived workplace autonomy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Subash Chandra Pattnaik ◽  
Rashmita Sahoo
Keyword(s):  
Task Performance ◽  
Employee Engagement ◽  
Mediating Effect ◽  
Bottom Line ◽  
Content Type ◽  
Development Organization ◽  
The Relationship ◽  
Moderating Role ◽  
And Task

PurposeThe purpose of this study is to examine the mediating effect of creativity in the relationship between employee engagement and task performance and the moderating role of perceived workplace autonomy in the relationship between employee engagement and creativity through a moderated mediation analysis.Design/methodology/approachThe study used a quantitative research method. The sample for the study consisted of 396 employees and their clients in an Indian software development organization. Statistical analysis of the data was conducted using confirmatory factor analysis, Sobel test and Hayes' PROCESS for Model 1.FindingsFindings of the study indicated that creativity of employees partially mediate the relationship between employee engagement and their task performance and perceived workplace autonomy moderates the relationship between employee engagement and creativity.Practical implicationsManagers may use findings of the study to harness creativity of their employees by providing an autonomous workplace environment to improve their task performance so as to contribute to the bottom line of the organization.Originality/valueThe study contributes to the literature by examining the mediating effect of creativity in the relationship between employee engagement and task performance, especially in a non-Western context and the moderating role played by perceived workplace autonomy using componential and broaden-and-build theories.

scholarly journals Influência da comunicação interna e do engajamento no desempenho de tarefas de servidores públicos

2020 ◽  
Vol 10 (20) ◽  
pp. 179-200
Author(s):  
Eduardo Tramontin Castanha ◽  
Ilse Maria Beuren ◽  
Valdirene Gasparetto
Keyword(s):  
Task Performance ◽  
Employee Engagement ◽  
Positive Relationship ◽  
Positive Association ◽  
Internal Communication ◽  
Mediating Effect ◽  
Public Servants ◽  
The Relationship ◽  
Positive Effect ◽  
And Task

The involvement of employees with their activities in the work environment can instigate higher levels of commitment to the organization in which they work. Employee commitment can be instigated by adequate levels of internal communication (Walden et al., 2017). In view of the growing concern with the commitment and engagement of employees, managers responsible for internal communication need to know the communication processes so that they can develop strategies that contribute to the construction of engagement (Welch, 2012). The engagement of individuals at work is frequently addressed in the literature as to its effects, but its background is little explored, especially in specific fields, such as in the public area. Thus, this study analyzes the influence of internal communication on task performance, mediated by the engagement of public servants. The study was carried out by means of a survey with 84 civil servants on active duty from a State Secretariat located in the Southern Region of Brazil. After data collection, analyzes were carried out using the Structural Equation Modeling technique, based on Partial Least Squares (PLS), which demonstrates the relationships between multiple variables and respective constructs. The estimation of structural equations was analyzed using SmartPLS 3. The results of the analyzes show a significant and positive effect of internal communication on engagement, which supports the confirmation of hypothesis H1, that there is a positive relationship between internal communication and engagement. This result is consistent with empirical studies that consider that internal communication inspires engagement (Karanges et al., 2015; Verčič & Vokić; 2017). According to Abdullah and Antony (2012), communication induces employees to realize its importance in the organization and to contribute to the organization's strategies and results, as long as they are aware of the strategies and expected results. There was also a positive association between engagement and task performance, which confirms the hypothesis H2, that there is a positive relationship between engagement and task performance. This result corroborates the findings of Shantz et al. (2013), who found a potential mediating role for employee engagement in the relationship between work design and performance, and that employee engagement positively influences task performance. A positive association was also found between internal communication and task performance, which confirms hypothesis H3. This result is in line with the findings of Tsai et al. (2009) and Abugre (2011), that internal communication can be a determinant of task performance. The literature recognizes the need for adequate levels of communication between management and its employees, in view of its positive effect on the performance of employees' activities (Tsai et al., 2009; Neves & Eisenberger, 2012; Rajhans, 2012). The structural model also confirms the partial mediating effect of the engagement variable in the relationship between internal communication and task performance, which supports H4. These findings are consistent with the assumptions of the literature, which considers that internal communication can improve employee performance through engagement, however, when internal communication is performed inappropriately, it can contribute to employee disengagement (MacLeod & Clarke, 2009). These results contribute to the literature by revealing positive and significant effects of internal communication and engagement in the performance of public servants' tasks, until then constructs analyzed in a dissociated way and generally in different fields of this study. They can also contribute with those responsible for internal organizational communication in the elaboration of strategies that instigate engagement and high performance of public servants' tasks.

scholarly journals The Relationship between Workplace Ostracism, TMX, Task Interdependence, and Task Performance: A Moderated Mediation Model

2020 ◽  
Vol 17 (12) ◽  
pp. 4432
Author(s):  
Yang Woon Chung
Keyword(s):  
Task Performance ◽  
Team Member ◽  
Individual Performance ◽  
Task Interdependence ◽  
Mediating Effect ◽  
Workplace Ostracism ◽  
Team Member Exchange ◽  
Member Exchange ◽  
The Relationship ◽  
And Task

Background: Social interactions among employees are essential for individual performance as they provide various job-related information and feedback as well as social and emotional support. Tasks have become interdependent among organizational members, allowing teamwork to generally become an organizational norm. Consequently, it is pertinent that employees maintain favorable working relationships with other organizational members because workplace ostracism has become an organizational concern. Although recent studies have examined numerous psychological mechanisms that associate ostracism with workplace outcomes, studies have been limited in exploring practical facets that link the relationship. Thus, this study examined the mediating effect of team–member exchange for workplace ostracism and task performance and the moderating effect of task interdependence in influencing the relationship. Methods: Data were collected using a two-wave design and sampled 242 full-time employees in South Korea. The hypotheses were tested with hierarchical regression analyses. Results: Team–member exchange was found to mediate the relationship between workplace ostracism and task performance and task interdependence moderated the mediated relationship. Conclusions: The results suggest that being ostracized negatively influences the quality of the relationship between team-members which then affects individual performance. In addition, the conditional indirect effect for ostracism on task performance was significant when task interdependence was high, while not significant when it was low, thus moderating the mediated relationship.

scholarly journals The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824402091459
Author(s):  
Komal Khalid
Keyword(s):  
Saudi Arabia ◽  
Task Performance ◽  
Affective Commitment ◽  
Mediating Effect ◽  
Pay Satisfaction ◽  
Continuance Commitment ◽  
Managerial Support ◽  
The Impact ◽  
The Relationship ◽  
And Task

This research study explores the moderating effect of managerial support and mediating effect of continuance and affective commitment on the association of employees’ pay satisfaction and their task performance. Data were collected from the university’s faculty members of Kingdom of Saudi Arabia ( N = 610) at two phases in time through random sampling technique. For data analysis, descriptive statistics, Pearson’s correlation analysis, and Preacher and Hayes’s PROCESS macro were utilized. The result showed that commitment positively mediates the relationship between pay satisfaction and manager-rated task performance, whereas pay satisfaction has an indirect positive relationship with task performance through continuance and affective commitment and was stronger in faculty having high managerial support. The continuance commitment mediation for the relationship of pay satisfaction and task performance is stronger compared with the mediation of affective commitment for the same relationship. This study provides a significant contribution to the literature of pay satisfaction by proposing and analyzing the associations between pay satisfaction and task performance as mediated by forms of organizational commitment and first- and second-order moderation of managerial support. The current study adds to the limited research on the effect of managerial support and commitment on the association of pay satisfaction and their task performance in higher education sector of Saudi Arabia.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

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.

scholarly journals Post-Drive Standing Balance of Vehicle Passengers Using Wearable Sensors: The Effect of On-Road Driving and Task Performance

Sensors ◽  
2021 ◽  
Vol 21 (15) ◽  
pp. 4997
Author(s):  
Victor C. Le ◽  
Monica L. H. Jones ◽  
Kathleen H. Sienko
Keyword(s):  
Task Performance ◽  
Postural Sway ◽  
Wearable Sensors ◽  
Standing Balance ◽  
Balance Performance ◽  
Real Time Traffic ◽  
Balance Exercises ◽  
Before And After ◽  
The Relationship ◽  
And Task

Postural sway has been demonstrated to increase following exposure to different types of motion. However, limited prior studies have investigated the relationship between exposure to normative on-road driving conditions and standing balance following the exposure. The purpose of this on-road study was to quantify the effect of vehicle motion and task performance on passengers’ post-drive standing balance performance. In this study, trunk-based kinematic data were captured while participants performed a series of balance exercises before and after an on-road driving session in real-time traffic. Postural sway for all balance exercises increased following the driving session. Performing a series of ecologically relevant visual-based tasks led to increases in most post-drive balance metrics such as sway position and velocity. However, the post-drive changes following the driving session with a task were not significantly different compared to changes observed following the driving session without a task. The post-drive standing balance performance changes observed in this study may increase vulnerable users’ risk of falling. Wearable sensors offer an opportunity to monitor postural sway following in-vehicle exposures.

scholarly journals The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

2017 ◽  
Vol 8 (7) ◽  
pp. 16
Author(s):  
Jih-Hua Yang ◽  
Shih-Chieh Fang ◽  
Ching-Ying Huang
Keyword(s):  
Task Performance ◽  
Core Competency ◽  
Professional Competency ◽  
Mediating Role ◽  
Technical Competency ◽  
Full Effect ◽  
The One ◽  
The Relationship ◽  
And Task

This study aimed to determine the mediating role of competency (professional competency, technical competency, and core competency) between training and task performance in pharmacists. Questionnaire was the tool of collecting data from a sample of (210) pharmacists. The results of the study indicated that there is a positive effect of training on task performance. Also, there is full effect of the two mediator variables (professional competency; technical competency) and partial effect of the one mediator variable (core competency) on the relationship between independent and dependent variables.

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