How do servant leaders promote engagement? A bottom-up perspective of job crafting

2017 ◽  
Vol 45 (11) ◽  
pp. 1815-1827 ◽  
Author(s):  
Rui Yang ◽  
Ying Ming ◽  
Jianhong Ma ◽  
Rongmian Huo
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Structural Equation ◽  
Strong Support ◽  
Job Crafting ◽  
Equation Modeling ◽  
Positive Organizational Behavior ◽  
Emotional Healing ◽  
Mediating Role

We drew on the literature addressing servant leadership and job crafting, self-determination theory, and the job demands–resources model, and hypothesized that employees who are supported by servant leadership would craft their own jobs to stay engaged and perform well. Chinese employees (N = 544) working in various organizations participated in a survey. We found that servant leadership, as evaluated by employees, predicted work engagement and that job crafting played a partial mediating role in this relationship. Results of structural equation modeling offered strong support for the proposed model. Specifically, empowering promoted employees' absorption through task crafting, and emotional healing promoted employees' vigor through relational crafting. Our findings enrich the literature on positive organizational behavior and will help with identifying practical considerations around promoting work engagement.

Leading the innovation: role of trust and job crafting as sequential mediators relating servant leadership and innovative work behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Tahir Islam
Keyword(s):  
Servant Leadership ◽  
Structural Equation ◽  
Work Behavior ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

PurposeThe purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.Design/methodology/approachThe data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.FindingsThe results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.Originality/valueThe current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Survey Design ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

scholarly journals The Structural Model of Positive Organizational Behavior and Job Satisfaction with the Mediating Role of Job Stressors

2019 ◽  
Author(s):  
Tayebe Rahimi Pordanjani ◽  
Ali Mohammadzadeh Ebrahimi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Structural Model ◽  
Equation Modeling ◽  
Positive Organizational Behavior ◽  
Job Stressors ◽  
Mediating Role

Introduction: Job satisfaction is considered as an important factor for increasing efficiency and individual satisfaction in the organization. The purpose of this study was to test the structural model of positive organizational behavior and job satisfaction with the mediating role of job stressors.  Methods: The present study was a cross-sectional and correlational study using structural equation modeling (SEM). The sample consisted of 165 employees that working in university of Bojnord, who were selected by simple random sampling method. Participants in this study were measured using occupational stress, job satisfaction and positive organizational behavior questionnaires. Reliability and validity all of the questionnaires were accepted. Structural equation modeling (SEM) through Amos-23 and SPSS-23 software packages was used for data analysis. In addition, Bootstrup was used for testing mediation.  Results: The results showed that the proposed model fits the data properly. Positive organizational behavior has a direct effect on job satisfaction and job stressors (p<0.0001). Also, the mediating effect of job stressors in the relationship between positive organizational behavior and job satisfaction was confirmed (p<0.0001).  Conclusion: Organizations can increase their job satisfaction by reducing job stressors and training and reinforcing positive organizational behaviors of their employees.

scholarly journals Meaningful Work and Work Engagement: The Mediating Role of Perceived Opportunities to Craft and Job Crafting Behavior

2018 ◽  
Vol 8 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica Van Wingerden ◽  
Joost Van der Stoep ◽  
Rob Poell
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Positive Relationship ◽  
Meaningful Work ◽  
Job Crafting ◽  
Equation Modeling ◽  
Strong Linkage ◽  
Mediating Role ◽  
The Impact

This study examines the impact of meaningful work on employees’ level of work engagement as mediated by perceived opportunities to craft and job crafting. Based on the literature on meaningful work and job crafting, we hypothesize that meaningful work has a positive relationship with an employee’s level of work engagement in two ways, directly and indirectly via perceived opportunities to craft first and job crafting second (sequential mediation). In order to test the hypothesized relations, we conducted a structural equation modeling on a sample of 1148 employees working in various occupations, organizations, and industries in The Netherlands. The results of this analysis provide support for the hypothesized relations, indicating a strong linkage between meaningful work and work engagement and a partially mediating role for perceived opportunities to craft and job crafting. The main theoretical, practical, and methodological implications of this study are discussed.

How can organizations foster job crafting behaviors and thriving at work?

2020 ◽  
pp. 1-18
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Job Demands ◽  
Social Resources ◽  
Job Crafting ◽  
Equation Modeling ◽  
Bootstrap Analysis ◽  
Mediating Role ◽  
Thriving At Work

Abstract This study investigates whether the perceived opportunity to craft (POC) is related to job crafting (JC) strategies and whether these strategies are related to thriving at work, in terms of both vitality and learning. It aims to verify the mediating role of JC between POC and thriving. Data were collected from 424 accounting professionals in Canada. The structural equation modeling based on bootstrap analysis was used to test mediation. The results indicate that POC is positively related to increasing structural and social resources and challenging job demands and negatively to decreasing hindering job demands. They reveal that increasing structural and social resources enhances learning and mediates the relation between POC and vitality and learning, as do challenging job demands, whereas decreasing hindering job demands does not. This study is one of the first to confirm that POC influences vitality and learning via JC behaviors as mediators.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

Leader positive humor and employee creativity: The mediating role of work engagement

2021 ◽  
Vol 49 (7) ◽  
pp. 1-8
Author(s):  
Guodong Yang
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
And Behavior ◽  
The Relationship ◽  
Positive Effect

Leader humor plays an important role in organizations because it affects employees' attitude and behavior. The positive effect of humor in organizations has been widely touted; however, research on the effect of leader humor on employee creativity is still rare. This study addressed how leader positive humor affects employee creativity and whether work engagement mediates this relationship. Data were collected from 233 supervisor–subordinate dyads in 23 Chinese hightech companies. Results of structural equation modeling indicate that leader positive humor was positively related to work engagement, and that work engagement was positively related to employee creativity. Additionally, work engagement mediated the relationship between leader positive humor and employee creativity. Thus, organizations should encourage managers to use positive humor to enhance employees' engagement at work, which will, in turn, lead to creative outcomes. This research extends understanding of the leader positive humor–employee creativity relationship.

Reverse mentoring and job crafting as resources for health: a work engagement mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neha Garg ◽  
Wendy Marcinkus Murphy ◽  
Pankaj Singh
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Latent Variable ◽  
Structural Equation ◽  
Negative Relationship ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Theoretical Frameworks ◽  
Content Type

PurposeThis paper examines whether employee-driven practices of reverse mentoring and job crafting lead to work engagement and, in turn, to higher levels of prospective mental and physical health.Design/methodology/approachIntegrating social exchange theory and the job demands and resources model as theoretical frameworks, survey data were collected from 369 Indian software developers to test the research model. Latent variable structural equation modeling was used to empirically test the hypothesized associations.FindingsThe findings reveal that both reverse mentoring and job crafting are significantly associated with work engagement. Work engagement fully mediated the negative relationship between 1) reverse mentoring and mental ill-health and 2) job crafting and physical ill-health, while it partially mediated the negative relationship between 1) reverse mentoring and physical ill-health and 2) job crafting and mental ill-health.Practical implicationsThe results demonstrate that by implementing the practices of reverse mentoring and job crafting, managers can achieve desired levels of engagement among employees and sustain organizational productivity by promoting employee health and well-being.Originality/valueThis study is one of the early attempts to empirically demonstrate the associated health outcomes of reverse mentoring and job crafting.

Job Crafting and Intent to Leave: The Mediating Role of Meaningful Work and Engagement

2020 ◽  
pp. 089484532091866
Author(s):  
Bogdan Oprea ◽  
Lucian Păduraru ◽  
Dragoş Iliescu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Intent To Leave ◽  
Management Practice ◽  
Negative Relationship ◽  
Meaningful Work ◽  
Job Crafting ◽  
Equation Modeling ◽  
Staff Retention ◽  
Cross Sectional

Managing turnover is an essential human resource practice. One of the modern approaches that could have the potential to increase staff retention is the stimulation of employees’ job crafting, the set of changes regarding job demands and job resources that employees proactively make. Based on self-concept theory, we expected meaningful work and work engagement to serially mediate the negative relationship between job crafting and intent to leave. A cross-sectional study was conducted on a sample of 235 Romanian employees who responded to questionnaires about all variables. The mediation hypotheses were tested with bootstrapping procedures using structural equation modeling. Meaningful work and work engagement serially mediated the negative link between job crafting and intent to leave. Our results suggest that implementing job crafting interventions could reduce employees’ intentions to leave the organization. Future studies could verify whether these interventions may represent a new management practice to effectively control turnover.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

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