scholarly journals Work Engagement as a Consequence of Work Overload and Intimidation: The Moderating role of Spiritual Leadership and Organizational Climate

2021 ◽  
Vol 7 (3) ◽  
pp. 651-665
Author(s):  
Ayesha Bakhtawar ◽  
Muhammad Adnan ◽  
Zainab
Keyword(s):  
Organizational Climate ◽  
Employee Engagement ◽  
Spiritual Leadership ◽  
Sampling Technique ◽  
Sales Force ◽  
Future Studies ◽  
Work Overload ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the study seeks to proposed and test a research model that investigates impact of work-overload on employee engagement and employee psychological wellbeing via mediating role of intimidation and moderating role of spiritual leadership and organizational climate by employing moderation-mediation- moderation model Design/Methodology/Approach: The data was collected from 351 pharmaceutical employees working as sales force. The study issuing convenient sampling technique. Smart PLS-SEM was used for data analysis. Findings: The result of SEM findings revealed that spiritual leadership fails to moderate the relationship in the perspective of existing framework whereas organization climate moderates the relationship between intimidation and employee engagement, which indicates that even the intimidated employees got engaged in their work in the presence of supportive organization climate. Implications/Originality/Value: The study framework and methodology contribute in the existing literature and creates future horizons for the scholars. Longitudinal data might be valuable in future studies for establishing causal extrapolations between study variables. Future studies could benefit from incorporating cross-cultural study. Our insights can even be extended to employees in plenty of other workplaces wherein everyday organizational interactions are necessary

Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Tasneem Fatima ◽  
Sadia Jahanzeb
Keyword(s):  
Organizational Climate ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Content Type ◽  
Organizational Environments ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

PurposeThis study seeks to unpack the relationship between employees' exposure to workplace bullying and their turnover intentions, with a particular focus on the possible mediating role of perceived organizational politics and moderating role of creativity.Design/methodology/approachThe hypotheses are tested with multi-source, multi-wave data collected from employees and their peers in various organizations.FindingsWorkplace bullying spurs turnover intentions because employees believe they operate in strongly politicized organizational environments. This mediating role of perceived organizational politics is mitigated to the extent that employees can draw from their creative skills though.Practical implicationsFor managers, this study pinpoints a critical reason – employees perceive that they operate in an organizational climate that endorses dysfunctional politics – by which bullying behaviors stimulate desires to leave the organization. It also reveals how this process might be contained by spurring employees' creativity.Originality/valueThis study provides novel insights into the process that underlies the connection between workplace bullying and quitting intentions by revealing the hitherto overlooked roles of employees' beliefs about dysfunctional politics and their own creativity levels.

Moderating role of employee engagement on conflict–politics relationship

2019 ◽  
Vol 26 (6) ◽  
pp. 1781-1798 ◽  
Author(s):  
Poonam Mishra ◽  
Amitabh Deo Kodwani
Keyword(s):  
Employee Engagement ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Self Report ◽  
Relationship Conflict ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Openness To Diversity

Purpose The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes. Design/methodology/approach A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model. Findings The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice. Research limitations/implications The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies. Practical implications The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization. Originality/value The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

scholarly journals PERSON-ORGANIZATION FIT DAN EMPLOYEE ENGAGEMENT: PERAN MODERASI EFFORT REWARD IMBALANCE

2018 ◽  
Vol 7 (2) ◽  
pp. 92-97
Author(s):  
Ade Purnamasari ◽  
Alice Salendu
Keyword(s):  
Employee Engagement ◽  
Quantitative Method ◽  
Online Survey ◽  
High School Degree ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Person Organization Fit ◽  
The Relationship ◽  
Moderating Role

The present study is aimed at examining the moderating role of effort-reward imbalance (ERI) in the relationship between person-organization fit (PO-Fit) and employee engagement (n = 115). Specifically, this study proposed that a higher ratio in ERI leads the employee to decrease their engagement even when they feel compatible with the organization. Sampling was done through accidental method to employee minimum having high school degree and at least work 1 year in the same organization. A quantitative method was employed and data was collected through an online survey. The study used the ERI Scale constructed by Siegrist, P-O fit Scale constructed by Lee and Wu. Meanwhile, employee engagement scale was develop based on Shuck et al. theories. Testing for moderation effects is done by using Process v2.16.3 tools from Andrew F. Hayes model 1. The results show that ERI negatively moderates the relationship, such that the relationship between person-organization fit and employee engagement is decreasing when employee feel imbalance with the effort they give and reward they receive.

scholarly journals Impact of Intellectual Capital on Firm Value: The Moderating Role of Managerial Ownership

2019 ◽  
Author(s):  
Aftab Ahmed ◽  
Muhammad Kashif Khurshid ◽  
Muhammad Usman Yousaf
Keyword(s):  
Intellectual Capital ◽  
Firm Value ◽  
Market Competition ◽  
Value Added ◽  
Sampling Technique ◽  
Systematic Sampling ◽  
Managerial Ownership ◽  
The Relationship ◽  
Moderating Role

Rapidly changing dynamics of globalization and increasing market competition are causing the companies all around the world confronting several new challenges and opportunities. To be competitive and successful apart from relative importance of physical resources, companies must adapt modern strategies and policies regarding market flexibility and development. The purpose of this study is to empirically investigate the relationship between intellectual capital and firm value. Furthermore, the moderating role of managerial ownership has been evaluated with the help of regression analysis. The sample included the panel data taken from non-financial firms listed on Pakistan stock exchange (PSX) covering the period 2010-2015. A sample of 79 firms out of 384 firms have been selected with the help of systematic sampling technique. VAIC (Value Added Intellectual Coefficient) model has been used for the calculation of intellectual capital. Tobin's Q has been taken as a measure of firm value. Managerial ownership has been tested as moderator. Based on data analysis, it is concluded that the relationship between intellectual capital and firm value is positively significant. It is also concluded that managerial ownership moderates the relationship between intellectual capital and firm value negatively.

Impact of Burnout on the Mental Health of Social Workers: Moderating Role of Social Support

2021 ◽  
Vol 9 (2) ◽  
pp. 93-100
Author(s):  
Umbreen Khizar ◽  
Saira Irfan ◽  
Mehwish Fatima ◽  
Samia Sarwar
Keyword(s):  
Mental Health ◽  
Social Support ◽  
Social Workers ◽  
Significant Positive Correlation ◽  
Sampling Technique ◽  
Moderating Effects ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

Burnout is progressively seen as an issue in the field of social work however there is limited knowledge about moderating influence of social support on burnout and the mental health of social workers. The present study intended to explore the impact of burnout on mental health and the connection between burnout and the mental health of social workers. Additionally, it also investigates the moderating effects of social support in this relationship. For the study, 300 subjects (188 males, 112 females) were approached by using the purposive sampling technique. The results of the study revealed that burnout has an impact on mental health and there is a significant positive correlation between burnout and mental health. Findings showed a weak effect of social support on the relationship between burnout and mental health. Moreover, the study revealed no gender differences in burnout, social support, and mental health. The outcomes involve a wide scope of interventions pointed toward advancing mental health among social workers for policymakers.   

Employee satisfaction, employee engagement and turnover intention: The moderating role of position level

2021 ◽  
pp. 1-16
Author(s):  
Decheng Wen ◽  
Dongwei Yan ◽  
Xiaojing Sun
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Moderating Role

BACKGROUND: Employee satisfaction, employee engagement and turnover intention have always been hot issues in the study of sustainable human resource management. Understanding the relationship among the three is critical for both researchers and human resource practitioners. OBJECTIVE: This study aims to distinguish the effects of employee satisfaction on employee engagement and turnover intentions, and explore the mediating roles of employee engagement and the moderating effects of position level. METHODS: Structural equation modelling and questionnaire. RESULTS: Pay satisfaction, satisfaction with supervisor, satisfaction with work itself, and satisfaction with promotion have positive impacts on employee engagement significantly. Pay satisfaction, satisfaction with supervisor, satisfaction with promotion, satisfaction with co-workers have negative impacts on turnover intention. Employee engagement have a negative impact on turnover intention. Employee engagement partially mediates the relationships between satisfaction with supervisor and turnover intention as well as satisfaction with promotion and turnover iIntention. The moderating roles of position level between satisfaction with supervisor, satisfaction with co-workers and turnover intention have been supported by data. CONCLUSIONS: This paper validates the relationship among employee satisfaction, employee engagement and turnover intention, and the moderating role of position level systematically. Some suggestions are provided for practitioners in the area of human resource management.

Employee engagement, creativity and task performance: role of perceived workplace autonomy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Subash Chandra Pattnaik ◽  
Rashmita Sahoo
Keyword(s):  
Task Performance ◽  
Employee Engagement ◽  
Mediating Effect ◽  
Bottom Line ◽  
Content Type ◽  
Development Organization ◽  
The Relationship ◽  
Moderating Role ◽  
And Task

PurposeThe purpose of this study is to examine the mediating effect of creativity in the relationship between employee engagement and task performance and the moderating role of perceived workplace autonomy in the relationship between employee engagement and creativity through a moderated mediation analysis.Design/methodology/approachThe study used a quantitative research method. The sample for the study consisted of 396 employees and their clients in an Indian software development organization. Statistical analysis of the data was conducted using confirmatory factor analysis, Sobel test and Hayes' PROCESS for Model 1.FindingsFindings of the study indicated that creativity of employees partially mediate the relationship between employee engagement and their task performance and perceived workplace autonomy moderates the relationship between employee engagement and creativity.Practical implicationsManagers may use findings of the study to harness creativity of their employees by providing an autonomous workplace environment to improve their task performance so as to contribute to the bottom line of the organization.Originality/valueThe study contributes to the literature by examining the mediating effect of creativity in the relationship between employee engagement and task performance, especially in a non-Western context and the moderating role played by perceived workplace autonomy using componential and broaden-and-build theories.

scholarly journals Social capital and SME performance: the moderating role of emotional intelligence

2019 ◽  
Vol 12 (1) ◽  
pp. 79-99 ◽  
Author(s):  
Rosemond Boohene ◽  
Regina Appiah Gyimah ◽  
Martin Boakye Osei
Keyword(s):  
Social Capital ◽  
Emotional Intelligence ◽  
Significant Relationship ◽  
Structural Equation ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

Purpose Lack of extant studies on the moderating role of emotional intelligence on the relationship between social capital and firm performance necessitated this study. The purpose of this paper is to examine the extent to which emotional intelligence moderates the relationship between social capital and small and medium-scaled enterprises’ (SMEs’) performance. Design/methodology/approach A total of 1,532 SMEs were selected through simple random sampling technique from a population of 5,009 SMEs. Structural equation modelling using AMOS was used to analyse the relationship between the variables. Findings The results revealed that social capital has a positive and significant relationship with emotional intelligence. Moreover, the study also showed that emotional intelligence has a positive and significant relationship with SME performance. Finally, the study found that emotional intelligence enhances the relationship between social capital and SME performance. Practical implications SME owner/managers are advised to enact policies that encourage the establishment of meaningful social networks and also help employees understand their emotions while creating social capital as both would help improve the performance of their firms. Originality/value This paper breaks new ground by identifying emotional intelligence as an enabler of SMEs performance where there is adequate social capital.

scholarly journals EMPLOYEES’ EXTRINSIC MOTIVES AND KNOWLEDGE SHARING: INTERVENING ROLE OF AN INTRINSIC MOTIVE

2018 ◽  
Vol 6 ◽  
pp. 282-287
Author(s):  
Ravindra Hewa Kuruppuge ◽  
Aleš Gregar ◽  
Ladislav Kudláček ◽  
Chandana Jayawardena
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Organizational Identification ◽  
Sampling Technique ◽  
Family Businesses ◽  
Hierarchical Regression ◽  
Business Context ◽  
Sample Characteristics ◽  
The Relationship

Drives of knowledge sharing in businesses not only arise extrinsically from employees but also intrinsically. Accordingly, this study focuses on examining the effect of employee’s organizational identification (intrinsic motive) on the relationship between the organizational climate (extrinsic motive) and employee’s knowledge sharing in family businesses in Sri Lanka. Measures of organizational climate, organizational identification, and knowledge sharing were collected by a questionnaire survey of 126 employees working in family businesses. Stratified random sampling technique selected respondents from diverse firms and jobs. While descriptive and correlation analysis elaborated the sample characteristics, the results of the hierarchical regression indicated that extrinsic motivational factors of organizational climate have strong positive relations to employees’ knowledge sharing. Additionally, results confirmed that employees’ intrinsic motivational factor of organizational identification mediates the relationship between organizational climate and employees’ knowledge sharing. Theoretically, this study contributes to linking employees’ extrinsic and intrinsic motives of knowledge sharing in family business context to expand the employees’ behavioural theories. Practically, managers of family businesses would find new avenues to promote employees’ knowledge sharing.

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