Occupational self-efficacy, organizational commitment, and work engagement

2019 ◽  
Vol 47 (8) ◽  
pp. 1-7 ◽  
Author(s):  
Erli Liu ◽  
jiatao Huang
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Chi Square ◽  
Business Administration Students ◽  
Part Time

We examined how occupational self-efficacy is related to organizational commitment, and how it indirectly influences work engagement. Participants were 328 part-time Master of Business Administration students in China. We used structural equation modeling and chi-square difference tests to analyze the data and assess the proposed mediating effect. Results showed that occupational self-efficacy had a direct effect on organizational commitment and an indirect effect on work engagement through the mediator of organizational commitment. Our findings extend previous results and show that occupational self-efficacy can be used to predict work engagement.

Does Zhongyong thinking affect voice behavior? The mediating role of psychological safety

2021 ◽  
Vol 49 (8) ◽  
pp. 1-8
Author(s):  
Guodong Yang ◽  
Yingwei Ji ◽  
Qiumeng Xu
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Mediating Role ◽  
Business Administration Students ◽  
Part Time

Zhongyong, as a typical Confucian thinking model, is related to employees' voice behavior. In this research we explored the relationship between Zhongyong thinking and employees' voice behavior, and examined the mediating effect of psychological safety in this relationship. Survey data were collected from 218 part-time Master of Business Administration students from two Chinese universities. The structural equation modeling results demonstrate that Zhongyong thinking was positively related to psychological safety, and that psychological safety was positively related to voice behavior. Further, psychological safety mediated the Zhongyong thinking–voice behavior relationship. These results suggest that organizations can encourage voice behavior by enhancing employees' Zhongyong thinking and by boosting their perception of psychological safety in the workplace.

Self-Efficacy of Part-Time Employees in University Athletics: The Influence of Organizational Commitment, Valence of Training, and Training Motivation

2004 ◽  
Vol 18 (1) ◽  
pp. 59-73 ◽  
Author(s):  
George Cunningham ◽  
Kimberly Mahoney
Keyword(s):  
Organizational Commitment ◽  
Self Efficacy ◽  
Structural Equation ◽  
Training Session ◽  
Equation Modeling ◽  
Training Outcomes ◽  
Mandatory Training ◽  
Part Time ◽  
Training Motivation ◽  
The Impact

This study examined the impact of organizational commitment and valence on training motivation and, in turn, the impact of training motivation on posttraining self-efficacy. Data were collected from 264 part-time university athletic department employees both prior to and following a mandatory training session. Structural equation modeling indicated that organizational commitment (b = .53,p< .001) and valence (b = .26,p< .001) held positive associations with training motivation, accounting for 45% of the variance. Additionally, training motivation held a significant association with posttraining self-efficacy (b = .37,p< .001), accounting for 13% of the variance. The results demonstrate (a) salient antecedents of training motivation, and (b) the importance of training motivation in realizing training outcomes within the context of university athletic departments.

Self-sacrificial leadership and employee creativity: The mediating role of psychological safety

2020 ◽  
Vol 48 (12) ◽  
pp. 1-9
Author(s):  
Xuzhuo Liang ◽  
Jianchang Fan
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
Modeling Analysis ◽  
Business Administration Students ◽  
Part Time

Previous research has revealed the importance of leadership in promoting employee creativity. However, the mechanism by which selfsacrificial leadership facilitates employee creativity is not well understood. We proposed a model explaining why self-sacrificial leadership may enhance employee creativity, which we tested with data from 206 part-time Master of Business Administration students and their supervisors at two Chinese universities. Results of structural equation modeling analysis show that self-sacrificial leadership had a positive relationship with employee creativity, both directly and also indirectly through the mediator of psychological safety. These findings shed light on how self-sacrificial leadership helps to enhance employee creativity. Theoretical and practical implications are discussed.

The Relationship Between Employee Psychological Empowerment and Proactive Behavior: Self-efficacy As Mediator

2017 ◽  
Vol 45 (7) ◽  
pp. 1157-1166 ◽  
Author(s):  
Jiatao Huang
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Empirical Test ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Mediating Role ◽  
Business Administration Students ◽  
The Relationship

I examined the relationship between employees' psychological empowerment and their proactive behavior, and explored the mediating role of self-efficacy in this relationship. Using structural equation modeling, I conducted an empirical test based on survey data obtained from 337 Master of Business Administration students across 4 universities in South China. The results showed that psychological empowerment and self-efficacy led to proactive behavior. In addition, self-efficacy partially mediated the relationship between psychological empowerment and proactive behavior. These findings highlight the importance of workplace managers fostering employees' psychological empowerment and self-efficacy to promote proactive employee behavior.

Knowledge sharing mediates the relationship between Zhongyong thinking and employee creativity

2021 ◽  
Vol 49 (1) ◽  
pp. 1-9
Author(s):  
Zhonghe Fan
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Mediating Effect ◽  
Master Of Business Administration ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Creativity ◽  
Business Administration Students ◽  
Indirect Relationship ◽  
The Relationship

Zhongyong thinking is the Confucian doctrine of the mean; zhong means equilibrium and yong means harmoniousness, so that Zhongyong thinking represents maintaining balance and harmony. I examined the mediating effect of knowledge sharing in the relationship between Zhongyong thinking and employee creativity in a Chinese context. I collected 285 paired surveys from part-time Master of Business Administration students who self-rated their Zhongyong thinking and knowledge sharing in their workplace, and their supervisors who rated their creativity. Results of structural equation modeling analysis reveal that Zhongyong thinking had a positive indirect relationship with employee creativity through the mediator of knowledge sharing. These findings shed light on the ways in which Zhongyong thinking helps to enhance employee creativity. Managers of organizations should pay attention to improving employees' Zhongyong thinking and facilitating employees' knowledge sharing. Study limitations and suggestions for future research directions are discussed.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Authentic leadership and work engagement: the mediating effect of practicing core values

2018 ◽  
Vol 39 (2) ◽  
pp. 276-290 ◽  
Author(s):  
Jihye Oh ◽  
Daeyeon Cho ◽  
Doo Hun Lim
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Factor Model ◽  
Core Values ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of practicing core values on the relationship between authentic leadership and work engagement in a Korean corporate environment. Design/methodology/approach Self-report data on authentic leadership, practicing core values, and work engagement were obtained from 281 employees of three major corporations in South Korea. Structural equation modeling was adopted to analyze the data. Findings The results revealed a direct and significant influence of authentic leadership on both practicing core values and work engagement. In addition, practicing core values was found to have a partial mediating effect on the relationship between authentic leadership and work engagement. Research limitations/implications This study revealed a three-factor model of authentic leadership compared to the four-factor model found in western cultural contexts. Similar findings are indicated for other Asian countries. A rigorous future study is warranted to validate the psychometric structure across different cultural settings. Harman’s single factor test was performed to address the common method variance issue. Practical implications Practicing core values functioned as a catalyst for developing authentic leaders. Therefore, it is necessary that organizational development practitioners perform developmental activities to purposefully facilitate practicing core values. Originality/value The study falls under the isolated or disregarded researched topic of the practicing core values in relation to authentic leadership and work engagement.

Human resources management practices and organizational commitment in higher education

2020 ◽  
Vol 34 (1) ◽  
pp. 154-174 ◽  
Author(s):  
Mohammed Aboramadan ◽  
Belal Albashiti ◽  
Hatem Alharazin ◽  
Khalid Abed Dahleez
Keyword(s):  
Higher Education ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Management Practices ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Hrm Practices ◽  
Palestinian Universities ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of human resource management (HRM) practices on organizational commitment in Palestinian universities, and to examine the mediating effect of work engagement as a black-box mechanism that defines HRM practices–organizational commitment relationship. Design/methodology/approach The source of the data is from 237 employees (academics and administrative staff) from Palestinian universities. The authors used structural equation modeling to verify the hypotheses. Findings The results reveal that HRM practices have a significant impact on employee organizational commitment in higher education. In addition, work engagement showed a significant mediating effect between performance appraisal and organizational commitment on the one hand, and between rewards and compensation and organizational commitment on the other hand. Practical implications The study suggests university managers to capitalize on HRM practices as vehicle to trigger positive work-related attitudes. Originality/value The study contributes to the literature by examining the impact of HRM practices on organizational commitment through the mediation role of work engagement in higher education of a non-western context. The study is one of the few studies that is conducted in the middle east.

scholarly journals Employee Retention in light of Green HRM practices through the Intervening role of Work Engagement

2020 ◽  
Vol 2 (4) ◽  
pp. 10-19
Author(s):  
Salim Amor Al-Hajri
Keyword(s):  
Pharmaceutical Industry ◽  
Work Engagement ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Hrm Practices

The current research examined the relationship of green human resource management practices with employees’ retention in the pharmaceutical industry of Oman. The study also checked the mediating effect of work engagement in the relationships of Green HRM practices with employee retention. Following the current purpose, the study targeted employees in the pharmaceutical industry as the unit of analyses. Five hundred seventy-six respondents were selected through simple random sampling. Data were collected through a self-administrative questionnaire. Collected data was screened through SPSS23, which concluded with 349 usable questionnaires for data analysis and assessment. Structural equation modeling via Smart PLS 3.2.8 was employed to test the proposed model. The findings of the study show a positive but insignificant association of green HRM practices toward employee retention. However, the study found a significant positive influence of green HRM practices with work engagement and work engagement with employee retention. The study also reported the mediation of work engagement in the green HRM and employee retention relationship. The findings of the study have contributed theoretically and practically.

Inclusive leadership and work engagement: the mediating role of procedural justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Tuna Cenkci ◽  
Tuba Bircan ◽  
Jeff Zimmerman
Keyword(s):  
Procedural Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Theory Development ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
Inclusive Leadership ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

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