scholarly journals The Effect of Enterprise Crowdsourcing Systems on Employees’ Innovative Behavior and Job Performance

2018 ◽  
Author(s):  
Vetrivadivel Vel ◽  
Insu Park ◽  
Jun Liu
Keyword(s):  
Job Performance ◽  
Innovative Behavior

Subordinate-oriented strengths-based leadership and subordinate job performance: the mediating effect of supervisor–subordinate guanxi

2020 ◽  
Vol 41 (8) ◽  
pp. 1107-1118
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Performance Task ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThe aim of the present study was to examine the association of subordinate-oriented strengths-based leadership (SSBL) with subordinates’ job performance (task performance and innovative behavior) as well as the meditating role of supervisor–subordinate guanxi (SSG) in these relationships.Design/methodology/approachSelf-report data on SSBL, SSG, task performance and innovative behavior were gathered from 642 Chinese employees working in various Chinese enterprises. Structural equation modeling was used to analyze the data.FindingsThe results indicated that SSBL is positively related to subordinates’ job performance (task performance and innovative behavior). Furthermore, SSG partially mediated the relationship of SSBL with task performance and with innovative behavior.Originality/valueThis study is the first to empirically examine the relationship of SSBL with job performance. In addition, this study adds to the knowledge on the SSBL–job performance linkage by investigating the mediational effect of SSG on the relationship.

Linking LMX, engagement, innovative behavior, and job performance in hotel employees

2017 ◽  
Vol 29 (12) ◽  
pp. 3044-3062 ◽  
Author(s):  
Min-Seong Kim ◽  
Dong-Woo Koo
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Critical Role ◽  
Equation Modeling ◽  
Survey Method ◽  
Job Engagement ◽  
Innovative Behavior ◽  
Content Type ◽  
Lmx Theory

Purpose The concept of leader–member exchange (LMX) is well accepted in the service industry. This study examines how the quality of LMX helps hotels to achieve desirable outcomes, such as innovative behavior and job performance. The model was developed based on the LMX theory, and considers the relationship among the quality of LMX, employee engagement, innovative behavior and job performance. Design/methodology/approach The model was tested on employees of hotels in South Korea using a survey method. Data were analyzed using frequency, reliability, confirmatory factor, correlation and structural equation modeling analyses. Findings LMX significantly influenced job engagement and innovative behavior but did not significantly affect organization engagement. Job engagement significantly affected organization engagement and innovative behavior but did not significantly influence job performance. Organization engagement significantly influenced job performance but did not significantly affect innovative behavior. Job performance was significantly influenced by innovative behavior. Practical implications The findings of this study suggest that an immediate leader plays a critical role in fostering engagement, behavior and performance. Originality/value The current study is the first to use the LMX theory to develop and test a research model that accounts for the antecedents and desired outcomes (i.e. innovative behavior and job performance) of two types of employee engagement in the hotel context.

scholarly journals How CSV and CSR Affect Organizational Performance: A Productive Behavior Perspective

2020 ◽  
Vol 17 (7) ◽  
pp. 2556 ◽  
Author(s):  
Kwang O. Park
Keyword(s):  
Job Performance ◽  
Organizational Performance ◽  
Causal Relationship ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Securities Market ◽  
Innovative Behavior ◽  
Performance Factors ◽  
Creating Shared Value ◽  
Corporate Social

Background: This study aims to shed light on the mutually beneficial causal relationship between creating shared value (CSV) and corporate social responsibility (CSR) activities and how they affect productive behavior through work engagement. Many preceding studies showed that work engagement and organizational citizenship behaviors (OCB) play a major role in the relationship between CSV and CSR activities and the organization’s internal performance. This study classified product behavior into OCB, innovative behavior, and job performance, based on the literature review. Methods: The subjects of this study were companies listed in KOSPI, which is Korea’s representative securities market. The companies listed on KOSPI are Korea’s leading companies as designated by the Korean government and financial authorities based on industry representation, market representation, and liquidity. Results: This study supported many preceding studies that analyzed the causal relationship between CSV and CSR activities, as well as OCB. In addition, this study has significant implications for businesses since it presents the possibility of studying the relationships between various organizational performance factors such as innovative behavior and job performance. Conclusions: It is expected that this study will help companies find more effective ways to strengthen their competitive advantage from a theoretical and practical perspective.

scholarly journals How Does the Emotional Intelligence of Project Managers Affect Employees’ Innovative Behaviors and Job Performance? The Moderating Role of Social Network Structure Hole

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096938
Author(s):  
Handong Tang ◽  
Ge Wang ◽  
Junwei Zheng ◽  
Lan Luo ◽  
Guangdong Wu
Keyword(s):  
Emotional Intelligence ◽  
Social Network ◽  
Job Performance ◽  
Network Structure ◽  
Construction Project ◽  
Project Managers ◽  
Innovative Behavior ◽  
Structural Holes ◽  
Social Network Structure ◽  
The Relationship

This study applies affective events theory (AET) and resource dependence theory to introduce the moderating variable social network structure hole; a theoretical model is applied to better understand construction project managers’ emotional intelligence (EI), the innovative behavior of employees, and job performance. A questionnaire survey was conducted with Chinese construction project managers and their employees, with 169 valid questionnaires analyzed using structural equation modeling. The results show that (a) managers with high EI have more potential to make use of structural holes; (b) managers with high EI can stimulate employees’ innovative behavior, thus improving employees’ job performance; (c) structural holes can enhance the relationship between managers’ EI and employees’ innovative behavior and strengthen the relationship between EI and employees’ job performance. Using the lens of AET, this study examines the influencing path of managers’ EI on employees’ job performance from two aspects: emotion-driven behavior and judgment-driven behavior. The study also discusses the moderating mechanism of social network structure hole. The conclusion may help project managers better understand and make use of the influence of social network structure holes.

scholarly journals Examination of the empirical dimensionality of job performance construct

2009 ◽  
Vol 6 (2) ◽  
pp. 83
Author(s):  
Johanim Johari ◽  
Khulida Kirana Yahya ◽  
Abdullah Omar
Keyword(s):  
Job Performance ◽  
Psychometric Properties ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
A Priori ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Innovative Behavior ◽  
Two Factors

This study attempts to examine the psychometric properties of the job performance constructs by espousing task performance and organizational citizenship behavior (OCB) items. The latter comprises of sportsmanship, civic virtue, courtesy, altruism, conscientiousness, and innovative behavior. A priori proposition was made that the job performance measurement could be explained by two factors, which are task performance and OCB. SPSS version 12 and AMOS 6 were used to analyze the data. Findings supported the hypothesis that job performance could be measured by the two hypothesized factors. However, four factors of OCB i.e. civic virtue, sportsmanship, conscientiousness, and courtesy, loaded on the task performance factor, while altruism and innovative behavior loaded on the OCB construct. Findings showed evidence of construct validity of the job performance items, indicating that the instrument can be used in the Malaysian studies.

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