The Impact of Participative Leadership on Job Performance : The Sequential Serial Multiple Mediating Effect of Organizational Identification and Job Engagement

2021 ◽  
Vol 35 (2) ◽  
pp. 43-84
Author(s):  
Bong-Je Park ◽  
◽  
Je-Goo Shin
Keyword(s):  
Job Performance ◽  
Organizational Identification ◽  
Mediating Effect ◽  
Job Engagement ◽  
Participative Leadership ◽  
The Impact

scholarly journals INVESTIGATING THE IMPACT OF PERFORMANCE APPRAISAL JUSTICE ON JOB PERFORMANCE AND OCB OF EMPLOYEES: PATH THROUGH WORK ENGAGEMENT

2021 ◽  
Vol 9 (3) ◽  
pp. 315-325
Author(s):  
Riffut Jabeen ◽  
Rabia Khan ◽  
Abida Ellahi ◽  
Samina Begum
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Social Exchange ◽  
Work Engagement ◽  
Mediating Effect ◽  
Organizational Setting ◽  
Appraisal System ◽  
Data Set ◽  
The Impact

Purpose of the study: The study intends to find the interaction of Performance Appraisal Justice (PAJ) and work engagement (WE) to predict employee job performance (JP) and organizational citizenship behaviour (OCB) under the umbrella of fairness heuristic theory (JHT) and social exchange theory (SET).  Methodology: Hypotheses testing was done using linear regression data on the data set of 325 respondents. The results are significant and indicated that Justice in the performance appraisal system is positively related to employee outcomes (OCB and job performance) with mediating effect of work engagement.  Main Findings: Interaction between exogenous, endogenous, and intervening variables suggests that there is a positive relationship between PAJ and WE and WE mediate the relationship between PAJ and OCB and PAJ JP. In the organizational setting of Pakistan, this study addresses PAJ and its important outcomes which are beneficial for the organization’s effective outcomes. Applications of this study: This study throws light on the management, organizational, and administrative sciences literature, especially the human resource, organizations, and industrial behavior perspective. Administrators and human resource managers can apply the findings of this study. The study can be applied to both the public and private sectors. Originality/Novelty: Pakistani organizations have high collectivism, uncertainty avoidance and power distance, centralization, bureaucracy, and authority in organizations. Therefore, this study has proved some prominent outcomes as compared to countries with a more constant climate. The study sheds light on very important aspects of workplace behavior such as justice, work engagement, OCB, and performance with a particular focus on developing countries. 

An Examination of the Temporal Intricacies of Job Engagement

2016 ◽  
Vol 44 (5) ◽  
pp. 1711-1735 ◽  
Author(s):  
Morela Hernandez ◽  
Cristiano L. Guarana
Keyword(s):  
Social Cognition ◽  
Organizational Identification ◽  
Field Data ◽  
Mediating Effect ◽  
Multinational Company ◽  
Job Engagement ◽  
Multiple Time ◽  
Effect Model ◽  
Time Periods ◽  
Psychological Meaningfulness

In this article, we theoretically develop and test the temporal intricacies of job engagement. Drawing on the attention view of social cognition, we examine the interplay of employees’ temporally relevant perspectives of fit (i.e., retrospected, current, and anticipated) within their ongoing membership to the organization. Utilizing field data gathered from a large multinational company over multiple time periods, we found support for a conditional indirect effect model. Specifically, our findings showed that current needs-supply (NS) fit accounted for two of the previously investigated antecedents of job engagement (i.e., psychological meaningfulness and safety), especially when organizational identification was low. Moreover, anticipated perceptions of NS fit fully mediated the influences of psychological meaningfulness and availability on job engagement. The mediating effect relating to psychological availability was also especially pronounced when organizational identification was low. By shedding light on employees’ temporally constructed psychological experiences, our research suggests that job engagement is not only affected by employees’ contemporaneous understandings of their jobs but also influenced by their perceptions of anticipated opportunities.

scholarly journals The Impact of Work–Family Enrichment on Subjective Career Success through Job Engagement: A Case of Banking Sector

2021 ◽  
Vol 13 (16) ◽  
pp. 8872
Author(s):  
Khalil Awan ◽  
Naveed Ahmad ◽  
Rana Tahir Naveed ◽  
Miklas Scholz ◽  
Mohammad Adnan ◽  
...  
Keyword(s):  
Career Success ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Job Engagement ◽  
Subjective Career Success ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

To survive in the current competitive era, organizations need continuous performance and development. The performance of any organization is linked with their employees’ performance. However, employees give their best when they see subjective career success in the organization. There are certain factors such as work–family enrichment (WFE) that affect employee’s subjective career success. The purpose of this research is to investigate the relationship between work–family enrichment and subjective career success through the mediating effect of work engagement. The data for this study were collected from various private banks located in a large metropolitan city through a self-administered questionnaire. The data were analyzed through the structural equation modeling (SEM) method. The results confirmed that work–family enrichment (WFE) positively affects subjective career success (SCS), and job engagement (JE) completely mediates this relationship. These findings will be helpful for banking sector policymakers to improve the subjective career success of personnel at the workplace through WFE and JE.

scholarly journals Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

2020 ◽  
Vol 12 (3) ◽  
pp. 954 ◽  
Author(s):  
Mehmet Nurettin Uğural ◽  
Heyecan Giritli ◽  
Mariusz Urbański
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Mediating Effect ◽  
The Self ◽  
Equation Modeling ◽  
Self Construal ◽  
The Impact

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

The Impact of Organizational Identification on the Relationship Between Procedural Justice and Employee Work Outcomes

2014 ◽  
Vol 42 (3) ◽  
pp. 437-444 ◽  
Author(s):  
Bing Ma ◽  
Shanshi Liu ◽  
Donglai Liu
Keyword(s):  
Procedural Justice ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Future Research ◽  
Republic Of China ◽  
Perceived Procedural Justice ◽  
The Impact ◽  
The Relationship

Drawing on a sample of 212 supervisor-subordinate dyads from 3 branches of an air transportation group in the People's Republic of China, we examined the mediating effect of organizational identification on the relationship between perceived procedural justice and work outcomes, including extrarole behavior and turnover intention. Results showed that organizational identification fully mediated the relationship between procedural justice and extrarole behavior as well as that between procedural justice and turnover intention. Implications for future research and limitations of the present findings are discussed.

scholarly journals Expatriates Self-Motivation, Competencies, Job Performance and Cultural Adjustment: Empirical Evidence from the ICT Sector in Malaysia

2018 ◽  
Vol 7 (3.21) ◽  
pp. 185
Author(s):  
Jugindar Singh Kartar Singh ◽  
Nik Hasnaa Nik Mahmud
Keyword(s):  
Job Performance ◽  
Simple Random Sampling ◽  
Cultural Adjustment ◽  
Mediating Effect ◽  
Equation Modeling ◽  
New Ideas ◽  
Survey Strategy ◽  
The Right ◽  
Training And Support ◽  
The Impact

The purpose of this paper is to investigate the impact of self-motivation and competencies towards job performance of expatriates working within the ICT sector in Malaysia. Additionally, this study examines the mediating effect of cultural adjustment. A survey strategy associated with a quantitative method using a self-administered questionnaire was carried out. Data was collected through simple random sampling from a sample of 301 expatriates. The AMOS software developed for analyzing the Structure Equation Modeling (SEM) was utilized. Emotional and job related competencies were found to have a significant effect on expatriate job performance. However, the impact of self-motivation on job performance was found to be not significant. The findings also supported the role of cultural adjustment as a mediator.  The theoretical framework emerging from this study support the results from some earlier studies and also brings out several new ideas such as the importance of competencies and cultural adjustment. The findings have significantly contributed to the advancement of knowledge as it is evident that expatriate emotional and job related competencies facilitate job performance and cultural adjustment. By investigating self-motivation and competencies, this study informs organizations on ways they can implement improvements in the areas of expatriate hiring, training and support practices. It is recommended that organizations consider both emotional and job related competencies and implement suitable HR policies when selecting, training and motivating the right candidate.   

scholarly journals Drivers of Employee Engagement and Job Performance

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Phuong V. Nguyen ◽  
Luan The Vuong ◽  
Han Nu Ngoc Ton ◽  
Hoa Quynh Tran
Keyword(s):  
Public Relations ◽  
Job Performance ◽  
Causal Relationship ◽  
Employee Engagement ◽  
Organizational Support ◽  
Organizational Identification ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Equation Modeling

In human resource management, employee engagement has played a central role in creating sustainable working environments. The conceptual framework was built on three main theories of social exchange, job demands–resources, and conservation of resources to investigate the drivers of employee engagement and job performance, focusing on the domains of public relations and organizational support. The Partial Least Squares Structural Equation Modeling method was used to analyze the survey of 249 employees working in the aviation sector in southern Vietnam. The findings showed that both organizational identification and perceived organizational transparency had a complementary partial mediating effect on the causal relationship between internal social media and employee engagement. Perceived organizational support had no significant influence on employee engagement. Meanwhile, organizational identification only had an indirect and full mediating effect on the causal relationship between perceived organizational support and employee engagement. Life satisfaction had a complementary partial mediating effect on the causal relationship between employee engagement and job performance. This study provides practical implications for public relations and organizational effectiveness and contributes new knowledge on employee engagement and organizational identification.

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