scholarly journals The Relationship Between Psychological Empowerment and Creative Performance of Employees: Mediating Effect of Job Satisfaction in International Non-Governmental Organizations

2018 ◽  
Vol 14 (20) ◽  
pp. 217 ◽  
Author(s):  
Dina Ayoub ◽  
Dania Al-Akhras ◽  
Ghalia Na’anah ◽  
Amro Al-Madadha
Keyword(s):  
Job Satisfaction ◽  
Work Experience ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Creative Performance ◽  
Online Questionnaire ◽  
Governmental Organizations ◽  
Analysis Process ◽  
Non Governmental Organizations ◽  
The Relationship

The aim of this study was to examine the relationship between psychological empowerment and creative performance through the mediating effect of job satisfaction in the International Non-Governmental Organization’s (INGO’s) context in Jordan. In accomplishment of this, an online questionnaire was distributed to a random representative sample of INGO’s employees working at Jesuit Refugee Service Jordan. Data were collected from 125 workers who are diverse in their gender, age, educational level, work experience and hierarchical position. Additionally, SPSS and AMO statistical software were used in order to read out the results of the filled out questionnaires. Moreover, Correlation Matrix, Multiple Regression Analysis and Mediation Analysis Process statistical tools were adopted in order to validate the proposed relationship. Sequentially, the results of the analysis validated the proposition that psychological empowerment is correlated significantly to the creative performance of employees through the mediating effect of job satisfaction.

scholarly journals Effect of Competitive Advantage on the Relationship between Strategic Leadership and Performance of International Non-Governmental Organizations in Kenya

2021 ◽  
Vol 5 (3) ◽  
pp. 74-85
Author(s):  
Joan Anyango Oracha ◽  
◽  
Martin Ogutu ◽  
Peter K’Obonyo ◽  
Medina Twalib ◽  
...  
Keyword(s):  
Developing Countries ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Mediating Effect ◽  
Strategic Leadership ◽  
Upper Echelons Theory ◽  
Governmental Organizations ◽  
Non Governmental Organizations ◽  
And Performance ◽  
The Relationship

In developing countries, International Non-Governmental Organizations (INGOs) have taken active and complementary roles in sustainable human development. Despite the role of INGOs in development, the issues of sustainability, availability of funds, and supportive leadership have remained a major challenge in developing countries. The concept of competitive advantage has been recognized as a central building block in strategic management and an important precedent to organizational performance. Competitive advantage is a deliberate effort by the organization to align its internal conditions and capabilities with changes in the external environment. This study sought to establish the mediating effect of competitive advantage on the relationship between strategic leadership and performance of international non-governmental organizations in Kenya The study was anchored on strategic leadership theory, upper echelons theory and resource-based view theories. For methodology, descriptive cross-sectional survey design covering 277 respondents was adopted. Semi structured questionnaires were used to collect data. The study findings indicated that data collection tool/questionnaire was reliable as Cronbach alpha was greater than 0.7 for all variables. The results indicated a significant mediating effect of competitive advantage on the relationship between strategic leadership and performance of international non-governmental organizations in Kenya. This means that the influence of strategic leadership on performance is indirect through competitive advantage. The study concluded that both competitive advantage and strategic leadership concurrently influence organizational performance positively. It is recommended that international non-governmental organization must be able to identify their competitive advantage. Keywords: Strategic Leadership, Competitive Advantage, Performance, International Non-Governmental Organizations & Kenya.

scholarly journals Customer incivility and employees’ turnover intention in China’s hotel: a chain Mediating model

2021 ◽  
Author(s):  
Bo Pu ◽  
Siyu Ji ◽  
Wenyuan Sang
Keyword(s):  
Job Satisfaction ◽  
Professional Identity ◽  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Online Questionnaire ◽  
Hotel Employees ◽  
Using Data ◽  
A Chain ◽  
The Relationship

Abstract This study explores the relationship between customer incivility and hotel employees’ turnover intention in China. The mediating effects of emotional exhaustion, job satisfaction and professional identity were also investigated. The proposed research framework was tested using data from 500 hotel employees who responded to an online questionnaire. The results show that customer incivility affects employees’ turnover intention by affecting emotional exhaustion, job satisfaction and professional identity. Among the three mediating variables, the mediating effect of emotional fatigue is the most obvious. When hotel employees encounter customer incivility, it improves their emotional exhaustion, which will reduce job satisfaction, weaken professional identity, and finally lead to the enhancement of turnover intention. This study proposes a conceptual model of experience development and testing, which enhances the understanding of the relationship between customer incivility and employees’ turnover intention and enriches the research on customer incivility.

scholarly journals Perceptions of transformational leadership and job satisfaction: The roles of personality traits and psychological empowerment

2016 ◽  
Vol 24 (1) ◽  
pp. 81-107 ◽  
Author(s):  
Ceren Aydogmus ◽  
Selin Metin Camgoz ◽  
Azize Ergeneli ◽  
Ozge Tayfur Ekmekci
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Personality Traits ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Future Research ◽  
Moderating Effects ◽  
Mediating Role ◽  
The Relationship

AbstractThrough two studies, this paper investigates the moderating effects of personality traits (i.e., extraversion, conscientiousness, agreeableness and neuroticism) and the mediating effect of psychological empowerment on the relationship between perceived transformational leadership and job satisfaction. Study 1 searches whether personality traits moderate the effects of perceived transformational leadership on followers’ job satisfaction. Using a sample of 221 R&D employees employed by information technology organizations, the results of Study 1 indicate that the more conscientious the employee, the stronger the relationship between perceived transformational leadership and job satisfaction. Study 2 explores whether psychological empowerment mediates the effects of perceived transformational leadership on followers’ job satisfaction. Based on data from 348 academics, the results support the mediating role of psychological empowerment on job satisfaction, in that when employees perceive their leader as transformational they feel more psychologically empowered, which in turn increases job satisfaction levels. Implications for future research and practice are discussed.

The mediating effect of job engagement on the relationship between psychological empowerment and social enterprise sustainability

2019 ◽  
Vol 118 (8) ◽  
pp. 347-355
Author(s):  
Hye- RimPark ◽  
Yen-Yoo You
Keyword(s):  
Human Resources ◽  
Social Enterprise ◽  
Psychological Empowerment ◽  
Social Enterprises ◽  
Mediating Effect ◽  
Limited Resources ◽  
Job Engagement ◽  
Non Profit ◽  
The Poor ◽  
The Relationship

Unlike non-profit organizations, social enterprises must be sustainable through profit-making activities in order to pursue social purposes.However, the most important of the poor limited resources is also human resources, and for the efficient use of human resources, empowerment should be given to members. This study proves whether job engagement mediates the effect on sustainability when psychological empowerment is given to employees in social enterprises.

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