scholarly journals Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction

2020 ◽  
Vol 13 (1) ◽  
pp. 17-32
Author(s):  
Prakash Kumar Gautam
Keyword(s):  
Social Exchange ◽  
Employee Satisfaction ◽  
Social Exchange Theory ◽  
Mediation Effect ◽  
Work Culture ◽  
Moderation Effect ◽  
Organizational Behaviour ◽  
Mediating Role ◽  
Employees Satisfaction ◽  
Medium Enterprise

 Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Process Macro approach for examining mediation effect. This study revealed the work-culture significantly influenced employees’ satisfaction and work-behaviour with no moderation effect of job satisfaction. Findings of this study suggest managers to promote supportive work-culture to increase employee satisfaction and positive work-behaviour. This study also provides evidence to strengthen a reciprocity approach of social exchange theory (SET) in employees’ work-behaviour in SMEs.

scholarly journals Safety supports on employee safety voice

2018 ◽  
Vol 16 (2) ◽  
pp. 49-55
Author(s):  
Nuri Herachwati ◽  
Jovi Sulistiawan ◽  
Zainiyah Alfirdaus ◽  
Bagus Anggara ◽  
Muhammad Atsiruddin Ruslananda
Keyword(s):  
Social Exchange ◽  
Employee Satisfaction ◽  
Social Exchange Theory ◽  
Safety Concerns ◽  
Significant Negative Effect ◽  
Employee Safety ◽  
Analysis Technique ◽  
The Social ◽  
Employees Satisfaction ◽  
Negative Effect

The present research aims to assess the influence of supervisor and colleague support on employee safety voice based on the social exchange theory and the effect of employee safety voice on employees’ satisfaction towards the organization. The data were collected from 302 bus drivers in Java, Indonesia. The data were then processed using a multiple regression analysis technique. The results indicate that supervisors have a significant negative effect on the action of voicing safety concerns by employees, while coworkers do not have any significant effect in relation to employees voicing their safety concerns. Furthermore, employee safety voice has also been found to have a significant negative effect on employee satisfaction towards their company.

scholarly journals When and How Does Sustainable HRM Improve Customer Orientation of Frontline Employees? Satisfaction, Empowerment, and Communication

2021 ◽  
Vol 13 (7) ◽  
pp. 3693
Author(s):  
Youngsam Cho ◽  
Yongduk Choi
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Customer Orientation ◽  
Frontline Employees ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Organizational Empowerment ◽  
Research Findings ◽  
Comprehensive Framework ◽  
The Relationship

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs’ satisfaction. FLEs’ satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs’ satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications.

scholarly journals Supervisor Workplace Gossip and Employee Job Performance: The Mediation Effect of Employee Job Engagement.

2018 ◽  
Vol 7 (4) ◽  
pp. 10
Author(s):  
Phakamani Dlamani ◽  
Iris Zhou ◽  
Juniter Kwamboka Mokua
Keyword(s):  
Job Performance ◽  
Research Design ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Service Sector ◽  
Mediation Effect ◽  
Tension Stress ◽  
Job Engagement ◽  
Effective Strategies ◽  
And Performance

This paper examined the role of supervisor gossip on subordinate job performance. The paper hypothesized that supervisor’s negative and positive gossip influence employee job engagement which in subsequently affects employee job performance. Dyadic research design was used to collect data from a sample of 228 employees and supervisors from Kwa Zulu Natal Government Municipality, South Africa. The employees completed the questionnaire items on supervisor gossip and job engagement, while their supervisors completed the questionnaire items on employee job performance. Data collection was done in three waves. The study established that positive superior gossip positively and significantly influenced employee job engagement, which positively improved employee job performance; while negative superior gossip had a positive, but insignificant effect on employee job engagement. The study was limited by the multicultural nature of the municipality as well as the causality issues and common method biases associated with research design. Having managed to utilize Social Exchange Theory (SET) in disentangling the supervisor-subordinate reciprocal communication web, the study proposes that supervisors should inculcate effective strategies of utilizing both positive and negative gossip in the workplace so as to increase positive employee outcomes. Negative gossip will cause tension, stress and mistrust among employees, while positive gossip will lead to creation of workplace antagonism and competition. This study attempted to assess the implication of supervisor gossip on employee job engagement and performance in the public service sector, whose employees are characterized with high job security as compared to their peers in the private sector.

The “silent assassin” in your organization? Can job insecurity climate erode the beneficial effect of a high-quality leader-member exchange?

2018 ◽  
Vol 47 (6) ◽  
pp. 1174-1193 ◽  
Author(s):  
Irina Nikolova ◽  
Beatrice Van der Heijden ◽  
Lena Låstad ◽  
Guy Notelaers
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Leader Member Exchange ◽  
Content Type ◽  
Moderation Effect ◽  
Exchange Processes ◽  
Member Exchange ◽  
Private And Public

Purpose The purpose of this paper is to examine the possible role of job insecurity climate as a moderator in the relationship between leader–member exchange (LMX) and organizational citizenship behaviors (OCBs). Design/methodology/approach Questionnaire data were collected from 466 employees working in 14 organizations from both the private and public sector. Following the core tenets of social exchange theory and occupational stress theories, the authors argue that ideally job insecurity is studied as a climate-level construct, given the fact that intra-group social exchange processes strongly influence the formation of employee perceptions about specific aspects of their work context (e.g. job insecurity). Findings In line with one of the hypotheses, multi-level analyses revealed that LMX is significantly and positively related to OCBs. In addition, the authors found support for a negative moderation effect, such that LMX has a less strongly positive relationship with extra-role behaviors that are beneficial to the organization when job insecurity climate is high. Originality/value The study contributes to the limited empirical scholarly research on job insecurity climate and its correlates. Management and HR professionals in working organizations are advised to focus on preventive measures (e.g. to invest in the professional development of their employees, that is focus on employability enhancement, in order to reduce job insecurity) as well as on participation-based interventions.

scholarly journals The mediating role of boreout in the effects of mobbing on service innovation performance

2020 ◽  
Vol 14 (2) ◽  
pp. 203-213
Author(s):  
Fahri Özsungur
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Service Innovation ◽  
Innovation Performance ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine the association between mobbing and service innovation performance. In this context, the mediating role of boreout, a new concept in the literature, was examined. Design/methodology/approach This study was conducted with 240 participants recruited in manufacturing companies affiliated with Adana Chamber of Industry in the province of Adana Turkey in November 2019. The research was analyzed by the structural equation modeling method with the social exchange theory basis. Findings Findings revealed that boreout and mobbing were negatively associated with service innovation performance. Mobbing was positively associated with boreout and job boredom. According to the finding of this study, boreout partially mediated the effect of the mobbing on service innovation performance. Originality/value This study reveals the association among mobbing, boreout and service innovation performances of employees of companies operating in manufacturing sector. The findings of this study provide important practical knowledge to businesses and academics regarding the field of management, entrepreneurship and innovation.

Linking supervisor developmental feedback to in-role performance: The role of job control and perceived rapport with supervisors

2020 ◽  
pp. 1-16
Author(s):  
Zhenduo Zhang ◽  
Li Zhang ◽  
Honglei Wang ◽  
Junwei Zheng
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Linear Regression Analysis ◽  
Underlying Mechanism ◽  
Job Control ◽  
Role Performance ◽  
Mediating Role ◽  
Developmental Feedback ◽  
Positive Effect

Abstract This paper investigates the underlying mechanism and boundary condition of the relationship between day-level supervisor developmental feedback (SDF) and day-level in-role performance (IRP) based on the framework of social exchange theory. The current study collects 290 matched surveys nested in 58 Chinese employees for five consecutive days, employing experience sampling method. Using hierarchical linear regression analysis, this paper examines the mediating role of perceived rapport with supervisors (PRS) and the moderating role of job control. Results show SDF has a positive effect on PRS and consequently enhances employee IRP. This indirect effect is moderated by employee job control. When job control is high, SDF helps supervisors develop a high-quality rapport with employees and is conducive to employees improving their IRP. However, when job control is low, the positive effect of SDF on IRP through PRS is not significant.

scholarly journals Community Empowerment and Sustainable Tourism Development: The Mediating Role of Community Support for Tourism

2019 ◽  
Vol 11 (22) ◽  
pp. 6248 ◽  
Author(s):  
Shahrukh Khalid ◽  
Muhammad Shakil Ahmad ◽  
T. Ramayah ◽  
Jinsoo Hwang ◽  
Insin Kim
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Sustainable Tourism ◽  
Tourism Development ◽  
Community Support ◽  
Local Area ◽  
Community Empowerment ◽  
Sustainable Tourism Development ◽  
Mediating Role ◽  
The Relationship

Though community empowerment and sustainable tourism development (STD) have been discussed in the existing literature, little research has focused on the elaborate mechanisms between these two variables. Therefore, the present study examines the relationship between community empowerment and STD, along with the mediating role played by community support for tourism. Using social exchange theory, this research establishes theoretical relationships between vital variables for STD. A survey of empirical study was undertaken, and data were collected from 353 local residents in the northern area of Pakistan. The results for data analyses demonstrated a significant relationship between community empowerment and STD initiatives, and community support for tourism was shown to partially mediate the relationship between the two variables. The findings imply that high community empowerment enables the community to establish successful sustainable tourism development through local people’s support for tourism. This study contributes theoretically to identifying the idea that community members’ support for tourism has a crucial function bridging the link from community empowerment to sustain tourism in a local area.

Experiencing workplace ostracism with loss of engagement

2020 ◽  
Vol 35 (7/8) ◽  
pp. 617-630
Author(s):  
Xiaofeng Xu ◽  
Ho Kwong Kwan ◽  
Miaomiao Li
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Negative Relationship ◽  
Job Engagement ◽  
Cultural Perspective ◽  
Content Type ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

PurposeDrawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism.Design/methodology/approachA two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees.FindingsThe results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation.Research limitations/implicationsThis study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor.Practical implicationsOur findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace.Originality/valueBy addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement.

scholarly journals Linkage between Perceived Corporate Social Responsibility and Employee Engagement: Mediation Effect of Organizational Identification

2015 ◽  
Vol 5 (3) ◽  
pp. 174 ◽  
Author(s):  
Osveh Esmaeelinezhad ◽  
Kuppusamy Singaravelloo ◽  
Ali Boerhannoeddin
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Mediation Effect ◽  
Corporate Social

This study employs structural equation modelling technique to examine the direct effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement as well as the mediated link through organizational identification. Social exchange theory and social identity theory used to explain the relationships between the variables in this study. It was conducted among 1080 employees of four selected organizations in Iran which are among the main pioneers in performing corporate social activities. The test of research model shows the positive effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement. In addition, it confirms that organizational identification has a mediating role in above relationships. The results have also contributed to a better understanding of corporate social responsibility in Iran as a developing country in which corporate social responsibility has recently gained attention and thus there is still a lack of understanding about it. The findings would be useful for managers to have a better insight towards applying corporate social responsibility in line with increasing employees’ identification and engagement. 

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