The Effects of Self Efficacy of National Science and Technology R&D Researchers on Job Performance and Turnover Intention : The Mediating Effects of Work Engagement

2018 ◽  
Vol 13 (1) ◽  
pp. 73-99
Author(s):  
SangHoon Park ◽  
◽  
Woocheol Kim ◽  
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Science And Technology ◽  
Mediating Effects ◽  
National Science

scholarly journals Workplace Friendship, Trust in the Leader and Turnover Intention: The Mediating Effects of Work Engagement

2019 ◽  
Vol 9 (4) ◽  
pp. 184
Author(s):  
Vanchai Ariyabuddhiphongs ◽  
Charoon Boonsanong
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Job Demands ◽  
Job Resources ◽  
Positive Outcomes ◽  
Mediation Model ◽  
Mediating Effects ◽  
Workplace Friendship ◽  
Bank Management ◽  
Bank Tellers

The job demands-resources model hypothesizes work engagement’s positive mediating effects between job resources and positive outcomes; its mediating effects between job resources and negative outcomes have rarely been examined. We propose workplace friendship and trust in the leader as job resources and turnover intention as a negative outcome and hypothesize that workplace friendship and trust in the leader will positively predict work engagement, and that work engagement will negatively predict turnover intention. To test our hypotheses, we conducted a study among 166 bank tellers in Bangkok, Thailand using a questionnaire survey. Regression analysis with bootstrapping was used to test the hypotheses and the mediation model. The hypotheses and the model were supported. The results of our study provide support for the job demands-resources model and suggest for the bank management the advisement of encouraging friendship among bank tellers and cultivating their trust in the managers.

scholarly journals Sustainable Relationship Development between Hotel Company and Its Employees: Linking Job Embeddedness, Job Satisfaction, Self-Efficacy, Job Performance, Work Engagement, and Turnover

2020 ◽  
Vol 12 (17) ◽  
pp. 7168
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Gabriele Giorgi ◽  
Aejoo Lee ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Job Embeddedness ◽  
Job Commitment ◽  
Mediating Role ◽  
The Impact ◽  
The Given ◽  
Practical Implications

This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion.

scholarly journals Thanks for Your Recognition, Boss! a Study of How and When Voice Endorsement Promotes Job Performance and Voice

2021 ◽  
Vol 12 ◽  
Author(s):  
Shaoxue Wu ◽  
Daisy Mui Hung Kee ◽  
Daiheng Li ◽  
Dan Ni
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Positive Mood ◽  
Conservation Of Resources ◽  
Voice Behavior ◽  
Mediating Effects ◽  
Conservation Of Resources Theory ◽  
Large Organization ◽  
The Voice ◽  
Practical Implications

Existing studies mainly explore the antecedents and distal outcomes of voice behavior of employees. Less is known about what may occur after supervisors endorse ideas of employees. Based on the conservation of resources theory, we explored how and when voice endorsement affects job performance and voice behavior of employees. With the sample of 444 matched supervisor–subordinate pairs from a large organization, we found that voice endorsement of supervisors positively influences voice behavior and job performance of employees through the mediating effects of positive mood and work engagement. Additionally, we found that the voice commitment of employees strengthens the influence of voice endorsement of supervisors on positive mood of employees. Theoretical and practical implications of these findings are discussed.

scholarly journals PENGARUH EFIKASI DIRI DAN UPAYA TERHADAP NIATAN BERHENTI DENGAN MEDIASI KINERJA, KEPUASAN KERJA DAN SINDROM KELELAHAN

2019 ◽  
Vol 15 (2) ◽  
pp. 195-221
Author(s):  
Desi Purnama Sari ◽  
Edi Purwanto
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Job Performance ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Structural Equation ◽  
Equation Modeling ◽  
International Airport ◽  
Analysis Technique ◽  
Airport Terminal

The purpose of this study to examines (1) whether the turnover intention is influenced by job performance, job satisfaction and employee burnout; (2) whether job performance is influenced by self-efficacy and efforts; (3) whether job satisfaction is influenced by self-efficacy and efforts; and (4) whether burnout is influenced by self-efficacy. The study is conducted at PT. XYZ with the respondents are 102 staffs at the Station and Service Hub in Soekarno-Hatta International Airport, Terminal 2 and 3, Cengkareng. The analysis technique of this study uses Structural Equation Modeling (SEM) with SmartPLS 2.0 tools. The results of the study have proven that the turnover intention is influenced by job performance and burnout, but it is not proven that the turnover intention is influenced by job satisfaction. It is also proven that job performance is influenced by self-efficacy and efforts. Job satisfaction is also proven to be influenced by self-efficacy, but job satisfaction is not proven influenced by efforts. Finally it is proven that burnout is influenced by self-efficacy.

Job Performance in the Learning Organization: The Mediating Impacts of Self-Efficacy and Work Engagement

2018 ◽  
Vol 30 (4) ◽  
pp. 249-271 ◽  
Author(s):  
Ji Hoon Song ◽  
Dae Seok Chai ◽  
Junhee Kim ◽  
Sang Hoon Bae
Keyword(s):  
Job Performance ◽  
Learning Organization ◽  
Work Engagement ◽  
Self Efficacy

scholarly journals Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

2019 ◽  
Vol 11 (4) ◽  
pp. 1050 ◽  
Author(s):  
Woocheol Kim ◽  
Soo Han ◽  
Jiwon Park
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Personal Resources ◽  
Full Time ◽  
Direct Effects ◽  
The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

The Effect of Work Engagement and Job Embeddedness on Turnover Intention Moderates by Job Performance

2015 ◽  
Vol 21 (4) ◽  
pp. 847-849
Author(s):  
Theresia Cynthia ◽  
Laksmi Sito Dwi Irvianti
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Textile Industry ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Job Embeddedness ◽  
Analysis Method ◽  
The Impact

One of the essential resources in an organization is their human resources which are called employee. Every organization needs good human resource management to manage the relationship and the role of employee to achieve organization’s goal effectively and efficiently. The object of this research was PT. Argo Pantes Tbk that runs its business in textile industry. The purposes of this research was analyzing the impact of Work Engagement and Job Embeddedness to Turnover Intention at PT. Argo Pantes Tbk, partially and simultaneously, and also to analyze the role of Job Performance, as moderating variable. Data of this research were collected through interview and spreading the quesionnaire to 95 employees of PT. Argo Pantes Tbk as respondents by using simple random sampling as sampling technique. The analysis method used were simple and multiple regression and also residual analysis method. The research found that Work Engagement and Job embeddedness have significant impact to Turnover Intention, partially and simultaneously, and Job Performance will moderate the correlation between Work Engagement, Job Embeddedness and Turnover Intention.

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