scholarly journals Job Insecurity, Work Engagement and Job Performance of Employees in Flexible Working Arrangement: Exploring the Mediating Role of Psychological Well-Being

2021 ◽  
Author(s):  
Uliyatun Nikmah ◽  
Fanny Martdianty
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Job Insecurity ◽  
Well Being ◽  
Psychological Well Being ◽  
Mediating Role ◽  
Flexible Working

Flexible working arrangement and job performance: the mediating role of supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan
Keyword(s):  
Job Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Well Being ◽  
Service Industries ◽  
Content Type ◽  
Mediating Role ◽  
Flexible Working ◽  
The Relationship

PurposeThis study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.Design/methodology/approachTo test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.FindingsThe supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.Research limitations/implicationsThe research is confined to India's service industries settings only.Practical implicationsService firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.Originality/valueThe study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.

scholarly journals Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Mohammed Aboramadan ◽  
Eissa M.I. Elhamalawi ◽  
Subhan Shahid
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Job Insecurity ◽  
Well Being ◽  
Equation Modeling ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
Perceived Job Insecurity

Purpose Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship. Design/methodology/approach The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1. Findings Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment. Practical implications The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors. Originality/value The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

The Effects of Job Insecurity on Job Performance among Banking Employees: The Mediating Role of Work Engagement

2021 ◽  
Vol 2 (4) ◽  
pp. 51-67
Author(s):  
Iram Batool ◽  
Sadaf Nawaz
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Work Experience ◽  
Negative Impact ◽  
Job Insecurity ◽  
Employee Performance ◽  
Influencing Factor ◽  
Mediating Role ◽  
Significant Difference

Based on the assumption that the construct of job insecurity should as a major influencing factor for workers’ job performance in the evaluation model and its often given a consideration whenever the objective is determining factors that influence employee performance, including the role of work engagement of work engagement of workers employees. Present study aimed to explore the effects of job insecurity on job performance. It was further aimed to find out the role of work engagement as a mediator among bank employees. To advance our line of theoretical reasoning, we elicit responses from a total of Four hundred 400 employees (Male= 331, Females=69) working in different banks aged between 22 to 44 years randomly selected bankers in 15 Public and private banks from two Pakistani cities. Job insecurity scale by Francis & Barling. (2005), Work engagement by Schaufeli et al. (2006) and Job performance scale by Bright (2007) were used to collect data. Findings indicated the significant negative impact of job insecurity on job performance and work engagement. Furthermore, mediation Analysis through hierarchical regression analysis revealed that work engagement shows significant mediating role with job performance and job insecurity. No significant difference was shown with demographic variables such as gender, age, and years of work experience. Different strategies for the prevention of job insecurity must be focused on to increase job performance.

scholarly journals Mediating Role of Moral Disengagement between Emotional Manipulation and Psychological Well-Being: Does Age Matter?

2021 ◽  
Vol 11 (9) ◽  
pp. 117
Author(s):  
Syeda Rubab Aftab ◽  
Jamil Ahmad Malik
Keyword(s):  
Young Adults ◽  
Indirect Effect ◽  
Moral Disengagement ◽  
Well Being ◽  
Late Adolescents ◽  
Cross Sectional ◽  
Psychological Well Being ◽  
Emotional Skills ◽  
Mediating Role

Background/Aims: When people hone their emotional skills, they become better at manipulating others. They use their emotional skills for coping with the demands of life. This study investigated the mediating role of moral disengagement between emotional manipulation and psychological well-being. Further, the moderating role of age is tested for the mediation model of the study. Methods: This study has a cross-sectional design. Participants included students from private and public institutions (n = 542; Mean age = 18.59 years, SD = 2.10 years; gender = 46% males). Responses were collected on emotional manipulation, moral disengagement, and psychological well-being questionnaires. Analyses were conducted using SPSS 21 and PROCESS 3.1. Results: The correlation analysis showed that both in late adolescents and young adults, moral disengagement negatively correlated with psychological well-being. However, the correlation is much stronger for young adults as compared to late adolescents. Similarly, emotional manipulation has a stronger positive correlation with moral disengagement in young adults compared to late adolescents. Results also showed that moral disengagement and emotional manipulation is higher in males than females, and psychological well-being is higher in females than males. Moral disengagement appeared to be a negative mediator for the relationship between emotional manipulation and psychological well-being. Further, age moderated the indirect effect of emotional manipulation on psychological well-being through moral disengagement. The moderation of age suggests that young adults are more inclined toward moral disengagement behaviors for manipulating emotions in comparison to late adolescents. Conclusions: It is concluded that use of emotional manipulation is associated with a direct increase in psychological well-being; however, indirect emotional manipulation decreases psychological well-being, with an increased use of moral disengagement. Moreover, this indirect effect is stronger in young adults compared to late adolescents, as young adults are more inclined toward moral disengagement.

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