scholarly journals Declining Employee Engagement & Employee Performance: The Noxious Effects of Workplace Bullying

2020 ◽  
Vol 6 (1) ◽  
pp. 165-176
Author(s):  
Muhammad Shaukat Malik ◽  
Shahzadi Sattar
Keyword(s):  
Employee Engagement ◽  
Research Design ◽  
Emotional Exhaustion ◽  
Workplace Bullying ◽  
Research Study ◽  
Longitudinal Research ◽  
Employee Performance ◽  
Critical Issue ◽  
Cross Sectional ◽  
Mediating Role

The rationale of this research study is to inspect about variations in employee performance and employee engagement in Pakistani context brought about by the workplace bullying. Another objective is to produce comprehensive empirical evidence of bullying in the specific Pakistani context. The purpose of paper is to examine whether emotional exhaustion plays a mediating role between workplace bullying, employee performance and employee engagement. Even most of the organizations are unaware about this critical issue to curtail down its effect. A cross-sectional design is used in the research study, which focuses on emotional exhaustion that serves as a mediator between workplace bullying and employee performance and employee engagement. The paper is based upon cross-sectional and self-reported survey research design. Furthermore longitudinal research design is recommended for future investigation of the relationships among these constructs. Consolidated policies must be sought by the management to combat with the vicious prevalence of workplace bullying. This will not only encourage the conducive work environment but also ensure positive work climate among employees.

scholarly journals Direct and Indirect Effects of Belief in a Just World and Supervisor Support on Burnout via Bullying

2018 ◽  
Vol 15 (11) ◽  
pp. 2330 ◽  
Author(s):  
Pascale Desrumaux ◽  
Nicolas Gillet ◽  
Caroline Nicolas
Keyword(s):  
Emotional Exhaustion ◽  
Workplace Bullying ◽  
Supervisor Support ◽  
Self Report ◽  
Future Research ◽  
Just World ◽  
Cross Sectional ◽  
Mediating Role ◽  
Protective Resources

The aim of the study was to examine the mediating role of workplace bullying in how supervisor support and belief in a just world (BJW) are related to emotional exhaustion. A cross-sectional quantitative study using anonymous self-report questionnaires was conducted with 434 workers in France. The model was tested using a path analysis. First, the results revealed that BJW and support from the hierarchy were negatively related to emotional exhaustion. BJW and supervisor support were also negatively related to workplace bullying. Finally, harassment at work was positively related to emotional exhaustion. More generally, the results showed that social support from one’s superior and BJW were directly and indirectly related to emotional exhaustion via bullying at work. Our model thus suggests that BJW and supervisor support can be protective resources against bullying and exhaustion. We discuss the theoretical and practical implications of the present study, as well as some avenues for future research.

scholarly journals Mediating Role of Social Support Between Job Stress and Job Performance of Lecturers (Physical Education)

2019 ◽  
Vol IV (III) ◽  
pp. 390-396
Author(s):  
Muhammad Asghar khan ◽  
Akhter Nawaz Gunjera ◽  
Syed Zia Ul Islam
Keyword(s):  
Social Support ◽  
Physical Education ◽  
Job Performance ◽  
Job Stress ◽  
Research Design ◽  
Research Study ◽  
Longitudinal Research ◽  
Job Stressors ◽  
Mediating Role

The research study aimed to investigate the role of social support as a mediator between job stress and job performance of lecturer physical education. All male and female 97 and 73 respectively were the target population of the study. For obtaining the desiredresult the researcher used descriptive research with cross-sectional research design. The research study was carried out through three different types of self-administered close-ended questionnaires. To test the hypothesis inferential statistical test was applied to draw the finding and conclusion and the process v3.3 by Andrew F. Hayes was used for mediation to obtain the desire result. The research study indicated that social support played a partial mediating role between job stressors and job performance of LPEs, as the coefficient value decrease but the connection between job stressors and job performance remain significant after adopting the social support as a mediator (.86). It was suggested that the same study may be conducted at university teachers, use qualitative method with a longitudinal research design to dig out unearth phenomena.

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

The effect of stress on employees’ performance of Revenue and Customs Authority in the developing economy

2021 ◽  
Vol 2 (2) ◽  
pp. 24-30
Author(s):  
Mohammed Worku
Keyword(s):  
Organizational Climate ◽  
Research Design ◽  
Field Survey ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Work Schedule ◽  
Cross Sectional ◽  
South West ◽  
South West Ethiopia

The main aim of undertaking this study was to understand the effect of stress on employee performance in the Ethiopian Revenues and Customs Authority (ERCA) in South West Ethiopia (SWE). The research design for this particular study is a cross-sectional field survey research design. By using stratified simple random sampling technique, 390 employees were selected as a sample and from this, 350 were valid. Descriptive and inferential statistics were used for analysis. Research shows that all factors of stress adversely affect employee performance. Therefore, the findings point out that the performance of employees is negatively affected by stress in ERCA. Finally, the study recommended that to reduce stress, the current work schedule needs to be adjusted and workload should be lifted from employees, assigning a reasonable level of responsibility, promoting positive organizational culture and improving the organizational climate, and preparing a well-documented organization-specific stress management programs.

Hospital Nurses in Comparison to Community Nurses: Motivation, Empathy, and the Mediating Role of Burnout

2018 ◽  
Vol 51 (2) ◽  
pp. 72-83 ◽  
Author(s):  
Asnat Dor ◽  
Michal Mashiach Eizenberg ◽  
Ofra Halperin
Keyword(s):  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Cross Sectional Study ◽  
Personal Accomplishment ◽  
Hospital Nurses ◽  
Strongly Correlated ◽  
Cross Sectional ◽  
Community Clinic ◽  
Mediating Role

Background Hospital nurses’ experience of their profession differs from that of community clinic nurses due to different working conditions and settings. Purpose To compare hospital nurses and community clinic nurses as to the mediating role of burnout on motivation and empathy. Methods In this cross-sectional study, 457 nurses completed four questionnaires: Demographic, Motivation Questionnaire, the Maslach Burnout Inventory, and the Toronto Empathy Questionnaire. Results Emotional exhaustion and depersonalization among hospital nurses were significantly higher than among community nurses. No significant differences were found in personal accomplishment, empathy, and motivation between the groups. Empathy and motivation were more strongly correlated among hospital nurses than among community nurses. Burnout was found to be a significant mediator between empathy and motivation in both groups but in each group by different burnout subscales. Conclusions To reduce burnout, leaders in the nursing field must enhance conditions in the hospital nurses’ work environment to lower levels of emotional exhaustion and depersonalization; community nurses should be guided to improve their attitudes toward their on-the-job performance to promote their personal accomplishment. Understanding the differences could direct policy makers’ desire toward enacting policies that accommodate these differences and focus on the needs of both groups of professionals.

Dangers of workplace bullying: evidence from the Caribbean

2017 ◽  
Vol 9 (1) ◽  
pp. 69-80 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Workplace Bullying ◽  
Longitudinal Research ◽  
Self Report ◽  
Caribbean Region ◽  
Three Dimensional Model ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
The Caribbean ◽  
Job Strains

Purpose The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P). Design/methodology/approach The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region. Findings The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted. Research limitations/implications The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here. Practical implications First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying). Originality/value The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.

Linking the emotional maturity factors and self-disclosure: a study of Indian organizations

2018 ◽  
Vol 26 (2) ◽  
pp. 255-281 ◽  
Author(s):  
Nagendra Singh Nehra ◽  
Santosh Rangnekar
Keyword(s):  
Research Design ◽  
Social Exchange ◽  
Longitudinal Research ◽  
North India ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Self Disclosure ◽  
Emotional Maturity ◽  
Content Type ◽  
Indian Context

Purpose This paper aims to discuss a survey, carried out by the authors, of 256 employees employed in public and private manufacturing organizations in north India, to determine if emotional maturity factors have positive association with self-disclosure in the Indian context. Specifically, capitalization and social exchange theories support as major theoretical framework to examine the proposed relationship. Design/methodology/approach The sample data used were collected through a cross-sectional survey-based research design and a convenience sampling method. Totally, 290 questionnaires were distributed during office hours, administered with a paper and pencil survey. However, in the final analysis, only 256 responses were considered for analysis using multiple hierarchical regression analysis. Findings Results reveal that all dimensions of emotional maturity positively associated with self-disclosure. This study fully supports the applicability of capitalization and social exchange theories while explaining the proposed relationships in Indian context. Research limitations/implications The present study used a cross-sectional survey-based research design; future studies may use longitudinal research design. Practical implications The study shows how to develop collective work culture and supportive work climate through emotional maturity and self-disclosure. Thus, employees become accustomed to multicultural team and cultural diversity issues at the workplace. The study also recommended that the organized employees social gathering will create positive feeling, and that such feelings of belonging to a group among employees will give reasons for self-disclosure and finally, in turn, to employee effectiveness. Originality/value More predominantly, the proposed association has not been examined before and the findings serve as a potential policy guideline for the self-disclosure literature through the perspective of capitalization and social exchange theories in understudied non-US cultures such as India.

Exploring the mediating role of social capital in the relationship between financial intermediation and financial inclusion in rural Uganda

2018 ◽  
Vol 45 (5) ◽  
pp. 829-847 ◽  
Author(s):  
George Okello Candiya Bongomin ◽  
John C. Munene ◽  
Joseph Mpeera Ntayi ◽  
Charles Akol Malinga
Keyword(s):  
Social Capital ◽  
Research Design ◽  
Financial Intermediation ◽  
Financial Inclusion ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
The Poor ◽  
The Relationship

Purpose The purpose of this paper is to establish the mediating role of social capital in the relationship between financial intermediation and financial inclusion in rural Uganda. Design/methodology/approach The current study used cross-sectional research design and a semi-structured questionnaire was used to collect data for this study. The study applied structural equation modeling through bootstrap approach in AMOS to establish the mediating role of social capital in the relationship between financial intermediation and financial inclusion. Findings The results indicated that social capital significantly mediates the relationship between financial intermediation and financial inclusion in rural Uganda. Therefore, it can be deduced that social capital among the poor play an important role in promoting financial intermediation for improved financial inclusion in rural Uganda. Research limitations/implications Although the sample was large, it may not be generalized to other segments of the population. Data were collected from only poor households located in rural Uganda. Besides, the study was cross-sectional, thus, limiting efforts in investigating certain characteristics of the sample over time. Perhaps future studies could adopt the use of longitudinal research design. Practical implications Financial institutions such as banks should rely on social capital as a substitute for physical collateral in order to promote financial inclusion, especially among the poor in rural Uganda. Originality/value This study provides empirical evidence on phenomenon not studied in rural areas in Sub-Saharan Africa where the poor use social capital embedded in customs and norms for doing business. The results highlight the importance of social capital in mediating the relationship between financial intermediation and financial inclusion of the poor in rural Uganda.

scholarly journals Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes

ETIKONOMI ◽  
2020 ◽  
Vol 19 (1) ◽  
pp. 77-94
Author(s):  
Asif Hussain Samo ◽  
Suman Talreja ◽  
Azeem Akhtar Bhatti ◽  
Syeda Aisha Asad ◽  
Laiba Hussain
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Employee Performance ◽  
Organizational Outcomes ◽  
Equation Model ◽  
Employer Branding ◽  
Intention To Stay ◽  
Mediating Role ◽  
And Performance

Employer branding is an intriguing junction of marketing and human resource management, where the positive intangible perception of the employer makes the organization a valuable. It is antecedents and outcomes have been tried and tested. However, there is a need to empirically test how employer branding lures the employees to perform well and to remain loyal to the employer. This study aimed to find the mediating impact of employee engagement between the relationships of employer branding and performance of the employees and their intention to stay in the companies. By using the structural equation model (SEM), the results revealed the full mediation role of employee engagement in between employer branding and employee performance and their intention to stay. This study implies that the bank needs to induce employees to remain engaged, as, with this, the performance and talent retention will yield.JEL Classification: D23, M31How to Cite:Samo, A. H., Talreja, S., Bhatti, A. A., Asad, S. A., & Hussain, L. (2020). Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes. Etikonomi: Jurnal Ekonomi, 19(1), 77 – 94. https://doi.org/10.15408/etk.v19i1.12320.

scholarly journals THE EFFECT OF EMPOWERING LEADERSHIP ON INTRINSIC MOTIVATION: THE ROLE OF PSYCHOLOGICAL EMPOWERMENT AS A MEDIATION

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Venita Putri Utami ◽  
Muhammad Zakiy
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Positive Impact ◽  
Employee Performance ◽  
Positive Influence ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Cross Sectional ◽  
Member Exchange

Closeness and compatibility between leaders and subordinates significantly affect the comfort of work, which results in employee performance. Through satisfaction in working, it can create employee engagement, which can contribute to improving employee performance. This study aims to determine the effect of leader-member exchange and personal supervisor fit on employee performance mediated by work engagement on Syariah Bank employees in the Special Region of Yogyakarta. The sample in this study amounted to 132 employees using purposive sampling techniques whose data collection uses cross-sectional analysis with the level of analysis of individual samples. This research uses Structural Equation Modeling (SEM) to analyze the data. The results showed that the leader-member exchange and person supervisor fit had a positive effect on work engagement, and work engagement had a positive impact on employee performance. Also, this study demonstrates that work engagement is able to mediate the positive influence of leader-member exchange and person supervisor fit on employee performance. For this reason, it can be said that work engagement is an antecedent that shapes employee performance, which is preceded by leader-member exchange and person supervisor fit.

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