scholarly journals Exploring the Nexus between Empowering Leadership and Work Engagement through Employee Resilience during Times of Covid 19

2021 ◽  
Vol 3 (3) ◽  
pp. 375-387
Author(s):  
Khawaja Khalid Mehmood ◽  
Shahbano Saeed
Keyword(s):  
Leadership Style ◽  
Private Schools ◽  
Work Engagement ◽  
Structural Equation ◽  
Faculty Members ◽  
Learning System ◽  
Equation Modeling ◽  
Teaching Staff ◽  
Empowering Leadership ◽  
Work From Home

Purpose: Online learning system was adopted by private schools across Pakistan to lessen students’ learning losses during the pandemic. It entailed the reliance on work from home model for their   teaching staff. The success of these institutions must have been driven by a leadership style espoused by them which helped to keep their employees engaged. Thus, drawing on the job demand resource principle, conservation of resource principle, and broaden and build theory, this could be argued that empowering leadership may have engendered employee resilience which ultimately kept intact the work engagement of employees. Moreover, moderating impact of psychological empowerment has been studied to determine extent to which it might influence the employee resilience nurtured by empowering leadership.  Design/Methodology/Approach: Respondents for this study were faculty members of the private schools affiliated with the Multan board of Intermediate and Secondary Education Pakistan. Probability sampling was employed to select the schools and the faculty members of those schools were given questionnaires. The total responses obtained were 210. Structural equation modeling involving moderated mediation techniques was utilized to conduct analyses. Findings: The study concluded that employee resilience mediated the association among empowering leadership and work engagement. However, the moderating effect was not proved. Implications/Originality/Value: The study pays an original contribution to research by linking empowering leadership with employee resilience and work engagement for the faculty members during the time of Covid-19 Pandemic. It suggests schools’ management to focus upon and reinforce empowering leadership for better work engagement of teachers. This would probably help them to retain students and sustain their performance.

scholarly journals THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON WORK ENGAGEMENT REMUNERATION DIMEDIATION AND EDUCATOR MOTIVATION

2021 ◽  
Vol 19 (1) ◽  
pp. 11-22
Author(s):  
Fullchis Nurtjahjani ◽  
◽  
Ridolof Wenand Batilmurik ◽  
Joni Dwi Pribadi ◽  
◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Structural Equation ◽  
Research Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Teaching Staff

The purpose of this study was to analyze the direct effect of transformational leadership on work engagement and the indirect effect mediated by remuneration and educator motivation. This type of research is positivist research. The object of this research is the lecturer at State Polytechnic of Malang. The population in this study amounted to 182 lecturers of Malang State Polytechnic. The sampling technique used census techniques, all populations were used as research samples. The analytical tool used is the Partial Least Square Smart Program (PLS) based on the Variance Based Structural Equation Modeling (SEM) approach. The results show that Transformational Leadership affects Work Engagement, Remuneration does not mediate the effect of Transformational Leadership on Work Engagement, Educator Motivation mediates the Effect of Transformational Leadership on Engagement. Implementation of Remunerationneed to be repaired to meet related to the performance of supporting activities, indirect rewards, research performance, the performance of teaching/lectures, the performance of community service. Future researchers are expected to research teaching staff at all levels of office.

Collective Organizational Engagement & Work Engagement as Anchor Strategies to Sustain Green Organizational Performance A Case Study on Indonesian Organizational Services

2021 ◽  
Vol 9 (1) ◽  
pp. 78
Author(s):  
Thamrin Muhammad Noor
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Work Engagement ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Transformative Leadership ◽  
Theoretical Research ◽  
Equation Modeling ◽  
Hrm Practices ◽  
Organizational Engagement

It is generally believed that by orchestrating a nomological network to leverage COE which strongly supported by transformative leadership style, Practices in HRM, leadership style and working design could lead to condusive organizational performance. This research is to empirically analyze the antecedents of green organizational performance mediated through Collective Organizational Engagement (COE) and work engagement.   Current study deployed Structural Equation Modeling (SEM) with Amos 24 to statistically investigate proposed hypotheses. Survey is also conducted with questionnaires to collect data with non-probability sampling. Upper-Echelon Leaders, Top-Mid Level Managers and long-Level Employees present as sample from 100 organization as population. Statistical outputs demonstrated that Green Working Design, Green Leadership Behavior and Green HRM Practices significantly showed as the antecedent of COE, GWD and Green HRM Practices also proved as the key factors on Work Engagement. Furthermore, COE and WE play crucial moderating variable on Green Organizational Performance. The study also provided theoretical, research limitation and further research.. 

scholarly journals Nurturing individual job performance through psychological capital power

2021 ◽  
Vol 14 (1) ◽  
pp. 27-45
Author(s):  
Gus Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo ◽  
Yuni Candra
Keyword(s):  
Job Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Individual Performance ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Empowering Leadership ◽  
The Relationship

The overarching objectives of this inquiry are twofold: first, to investigate the relationship between proactive personality, empowering leadership, and individual job performance; second, to examine the mediating role of psychological capital on the relationship between empowering leadership and an individual's job performance. The sample consists of 215 entrepreneurs of Minang migrants in Purwokerto-Central Java, Indonesia. The Minangnese is an ethnic group in Indonesia with a high success rate of entrepreneurs, and hence there is a stigma in the society that the Minang tribe was born to be entrepreneurs. Despite the abundant literature on entrepreneurship, few have focused on the leadership style of specific ethnicities in doing business. The burgeoning popularity of entrepreneurship theory has attracted academic attention. Scholars attempt to enhance the entrepreneurship literature from various perspectives, one of which is a cultural value. Moreover, little discussion on the role of psychological capital in nurturing individual job performance is the primary motive behind the study. Data were collected using a questionnaire and analysis with Structural Equation Modeling (SEM). The results proactive personality positively influences empowering leadership. Likewise, empowering leadership determines both psychological capital and individual job performance. The study also supported the view that psychological capital mediates the relationship between empowering leadership and individual performance. The theoretical implication of this research is that psychological capital is important in building individual characters who respond to difficult conditions, so that psychological capital is a competency in improving individual performance.

scholarly journals Teacher Proactivity Influencing Student Satisfaction and Loyalty Role of Job Crafting and Work Engagement

2018 ◽  
Vol 43 (3) ◽  
pp. 125-138 ◽  
Author(s):  
Adil Zahoor
Keyword(s):  
Student Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Teaching Staff ◽  
Academic Institutions ◽  
Executive Summary

Executive Summary During the recent past, various researchers have argued that educational institutions fall within the domain of service industry ( Joseph & Beatriz, 1997 , Journal of Marketing for Higher Education, 8(2), 1–13). Consequently, service marketers have placed unprecedented attention on education sector to explore the marketing aspect of academic institutions. Furthermore, because of intensifying global competition and increasing cost of education, academic institutions are placing additional emphasis on student-related outcomes rather than merely concentrating on the skills and abilities of their graduates. In this backdrop, this study investigates the hitherto unexplored antecedents of two significant student-related outcomes (student satisfaction and loyalty), that is, proactive personality of teachers. The study also provides a possible explanation of this relationship through the mediating role of job crafting and work engagement. This would help academicians to develop broader insights into the domain of antecedents of positive student experiences. Dyads of 159 teachers from 20 universities in India were created and responses were collected on job crafting and work engagement (self-ratings) and proactive personality (peer-ratings) using a structured questionnaire. About 608 students were approached from the same universities to collect data regarding their satisfaction and loyalty. The sample universities included both central and state universities. All constructs were measured using previously developed scales. The hypothesized relationships were tested in AMOS 20 using structural equation modeling. The results evidenced a significant positive influence of teacher proactivity on student satisfaction and their loyalty. Also, job crafting and work engagement are found to significantly and sequentially mediate the relationship between teacher proactivity and student outcomes. Therefore, academic practitioners are required to place additional emphasis on proactivity of the teaching staff so as to result in positive student service experience. It is suggested that the selection and recruitment process of teaching faculty be redesigned to identify proactivity of prospective teachers.

scholarly journals Sustainability of Communication, Organizational Culture, Cooperation, Trust and Leadership Style for Lecturer Commitments in Higher Education

2020 ◽  
Vol 3 (2) ◽  
pp. 1325-1335
Author(s):  
Abd. Syakur ◽  
Tri Achmad Budi Susilo ◽  
Wike Wike ◽  
Rulam Ahmadi
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Public Support ◽  
Total Sample ◽  
Equation Modeling ◽  
Survey Method ◽  
Teaching Staff

This reserach was focused and related to effect of sustainability communication, bureaucracy structure and public support which have significant effect toward policy implementation performance and to execute Three Dharma (education, research and comunity service) in higher education. Communication, resources, bureaucracy structure and public support has its influence against disposition. In bureaucracy structure, public support has significant effect toward its main resources which is lecturer or its teaching staff. This study aimed to analyze the effect of communication and organizational culture toward leadership style, cooperation and trust also organizational commitment of lecturer in higher education viewed from its harmonization in executing three laws. Structural equation modeling (SEM) was used to analyze causality relation between variables. This study used survey method. Population in this study was lecturers in higher education. The total sample was determined 100 respondents from elevens Institution in higher education. Result of this study showed direct and positive significant effect of communication and organizational culture toward leadership style and cooperation also trust and organizational commitment of lecturers in higher education. There was no direct and positive significant effect of communication toward organizational culture. There was direct and positive significant effect toward cooperation and organizational commitment of lecturers to Institutions in higher education. There was direct and positive significant effect of work trust toward organizational commitment. 

Linking empowering leadership to employee innovation: The mediating role of work engagement

2020 ◽  
Vol 48 (10) ◽  
pp. 1-8
Author(s):  
Guixian Tian ◽  
Zhuo Zhang
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Empowering Leadership ◽  
Mediating Role ◽  
Insight Into

We investigated empowering leadership as a predictor of employee innovative behavior, with work engagement as a mediator in this relationship. Data were collected from 318 employees and their supervisors in China, and we used structural equation modeling to evaluate our hypotheses. The results suggest that empowering leadership was positively related to employee innovative behavior, and that work engagement partially mediated this relationship. Our findings provide new insight into the effects of empowering leadership on employee innovation, and indicate that it is beneficial for leaders to pay attention to empowering behavior and, in doing so, consider employees' engagement at work.

Perceived effectiveness of in-service training in improving Teacher's Performance: Evidence from Private Schools in Karachi-Pakistan

2020 ◽  
Author(s):  
Seema Chandani ◽  
Dr. afaq kazi ahmed
Keyword(s):  
Structural Equation Modeling ◽  
Sample Size ◽  
Private Schools ◽  
Structural Equation ◽  
School Management ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Perceived Effectiveness ◽  
Purposive Sampling ◽  
Service Training

<p><b>Research Paradigm:</b> The approach for this study is based on positivism theory with an intention to obtain evidence through focused observations and identify its likeliness with the actual data collected so that it can be generalized with the findings of other scholars who have worked on the topic (Remenyi et al., 1998). As elaborated by (Gill & Johnson, 2002), the crux of positivism philosophy revolves around the relationship of cause and its effect generated by different constructs, and the best possible exploration of these variables.</p><p><b>Research Design:</b> Primary data would be collected through a structured close-ended questionnaire which use to gather the responses from the stakeholders including teachers, coordinators, and school management and human resource personnel in the private schools. Therefore, the research questionnaire adapted from Dogan (2009) and Asiyai (2016) as a research instrument.</p> <p><b>Sample Size and Sampling technique:</b> The target population for this research study consists of different stakeholders for instance: teachers, coordinators, and school management and HR personnel working in private schools of Karachi -Pakistan. Non-probability purposive sampling is being used for this study. The sample size of 400 different stakeholders from private schools would be adequate to figure out the results (Loehlin, 2004). Since the actual size of the population is not exactly known and neither accessible to conduct random sampling, therefore non probability purposive sampling is chosen. Since the sample consists of different stakeholders for instance: teachers, coordinators, and school management and HR personnel working in private schools of Karachi -Pakistan. Therefore, it is a purposive sampling.</p><p><b>Data Collection Tool:</b> In this study we used the quantitative research to measure the perceived effectiveness of in-service training in improving teacher’s performance with one independent variables: in-service training (Training need assessment and training methodology), one dependent variables teachers performance (Task performance and contextual performance), 03 mediators (professional skills, knowledge enhancement and work engagement) and one moderator (reward). Questionnaire has distributed in the several schools by hand or through email.</p><p><b>Statistical Technique:</b> Since the model consists of multiple variables with mediation and moderation model, therefore the Structural Equation Modeling (SEM) is used. The interface terms integrated with the model is measured for statistical significance via bootstrapping method. The structural equation modeling has executed by the partial least square approach.</p><p></p>

KONFLIK DAN KINERJA KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 431-440
Author(s):  
Santi Retno Sari
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

The purpose of this paper is to examine the relationships to which leadership style (task and relations oriented leadership) moderate the impact of conflict on employee performance. Data were collected from 92 employees in different job levels. Partial least squares variance-based structural equation modeling (PLS-SEM) was used to test the relationship in the models. The results showed that task and relation conflict was associated with employee performance. The research findings also showed that leadership styles moderated the relationship between conflict and employee performance. This study offers implications for managerial practices. Practical implications and suggestions described in the paper Keywords: leadership style, conflict, performance.

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.

Informal learning, work engagement and their effects on work-family enrichment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mansi Rastogi ◽  
Osman M. Karatepe
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeDrawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.Design/methodology/approachQuestionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.FindingsThe findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.Originality/valueMost of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

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