scholarly journals THE MEDIATING EFFECT OF LEADERS’ IDEALISED INFLUENCE ON THE RELATIONSHIP BETWEEN LEADERS’ EMOTIONAL INTELLIGENCE AND JOB PERFORMANCE AMONG ACADEMICS IN MALAYSIAN PUBLIC RESEARCH UNIVERSITIES

2021 ◽  
Vol 28 ◽  
Author(s):  
Gopalan Raman ◽  
Ng Lee Peng ◽  
I-Chi Chen
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Social Exchange ◽  
Research Universities ◽  
Structural Equation ◽  
Mediating Effect ◽  
Public Research ◽  
Academic Leaders ◽  
Public Research Universities ◽  
The Relationship

Academics exert themselves tremendously to advance in higher education institutions, and their leaders’ emotional intelligence and idealised influence are fundamental to responsiveness regarding performance. The effects of transformational leadership on job performance have been established, but a single component, idealised influence, has been neglected. Hence, this study aims to investigate the potential mediating effects of academic leaders’ idealised influence between academic leaders’ emotional intelligence and subordinates’ job performance. Approximately 386 questionnaires from five Malaysian public research universities were obtained. The partial least squares structural equation model was utilised in dichotomising the measurements. Drawing from attribution theory and social exchange theory, it was predicted that academic leaders’ idealised influence will mediate the relationship between academic leaders’ emotional intelligence and their subordinates’ job performance. However, the study reveals that the relationship between academic leaders’ emotional intelligence and their subordinates’ job performance was not mediated by academic leaders’ idealised influence. This study is useful for government and higher institutions in planning, developing, and implementing programs or policies in producing highly talented academic leaders in Malaysian research universities.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

scholarly journals Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour

2020 ◽  
Vol 42 (6) ◽  
pp. 1249-1269 ◽  
Author(s):  
Mohamed Mousa ◽  
Hiba K. Massoud ◽  
Rami M. Ayoubi
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Management Practices ◽  
Diversity Management ◽  
Public Hospitals ◽  
Mediating Effect ◽  
Open Communication ◽  
Content Type ◽  
Workplace Happiness ◽  
The Relationship

PurposeThe purpose of this paper is to investigate whether females have different perceptions of diversity management and workplace happiness compared to their male colleagues. Furthermore, the paper explores whether diversity management perceptions mediate the relationship between workplace happiness and organisational citizenship behaviour.Design/methodology/approachA total of 260 questionnaires from a number of public hospitals in Egypt were analysed using both t-test and Structural Equation Modelling.FindingsWe found that female physicians perceive diversity management policies/protocols more positively than their male colleagues. Moreover, gender has no or little effect on physicians’ perceptions of workplace happiness. We also found that workplace happiness positively affects physicians’ organisational citizenship behaviour, and finally, diversity management practices can mediate the relationship between workplace happiness and physicians’ organisational citizenship behaviour.Practical implicationsWe believe that managers can raise the feeling of workplace happiness among their staff if they maintain some personal relationships with physicians, care about the physicians’ work/life balance, promote after work gatherings, initiate coffee time talks, encourage open communication practices and more.Originality/valueThe paper is based on the argument that although employees might be happy in the workplace through (engagement, job satisfaction, affective commitment), their happiness, however,will unlikely be reflected into a positive organisational citizenship behaviour towards their organisation, except (social exchange theory) they feel or perceive (equity theory) the overall practices of diversity management in that organisation positively. Thus, studying the mediating effect of perceptions towards diversity management is mainly our contribution.

Exploring the Mediating Role of Feedback Environment in the Relationship Between Supervisors' Emotional Intelligence and Employees' Performance

2019 ◽  
Vol 10 (3) ◽  
pp. 91-104
Author(s):  
Saif Khan ◽  
Mahwish Anjam ◽  
Mohammad Abu Faiz ◽  
Faisal Khan
Keyword(s):  
Emotional Intelligence ◽  
Data Analysis ◽  
United Arab Emirates ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Feedback Environment ◽  
The Impact ◽  
The Relationship

This empirical study examines the relationship between the measured perception of the supervisor's emotional intelligence and the employee workplace performance, as it is impacted by the mediating effect of the supervisor's feedback environment. Data were collected from selected faculties of higher education institutions within Dubai, United Arab Emirates (UAE) by means of a cross-sectional quantitative survey using a random probability sampling technique. Statistical techniques used for the purpose of data analysis include, descriptive statistics, Pearson's correlation coefficient, confirmatory factor analysis, and structural equation modeling. The data analysis confirmed all of the research hypotheses excluding the impact of a supervisor's use of emotions on the feedback environment. However, the data from the feedback environment indicates a significant mediating impact upon the relationship between supervisor's emotional intelligence and the subordinate's work performance. This study establishes the role of the supervisor's emotional intelligence in defining the feedback environment as they deal with faculty members' quality of work.

Emotional intelligence and materialism: the mediating effect of subjective well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aušra Rūtelionė ◽  
Beata Šeinauskienė ◽  
Shahrokh Nikou ◽  
Rosita Lekavičienė ◽  
Dalia Antinienė
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Positive Impact ◽  
Well Being ◽  
Mediating Effect ◽  
Subjective Well Being ◽  
Content Type ◽  
Affect Balance ◽  
The Relationship

Purpose The purpose of this study is to examine the nature of the relationship between emotional intelligence and materialism by exploring how subjective well-being mediates this link. Design/methodology/approach Data was collected from surveying 1,000 Lithuanians within random sampling, and structural equation modelling (SEM) techniques using SmartPLS were used to analyze the data. Findings The results show that emotional intelligence not only has a negative indirect effect on materialism but also a positive impact on both dimensions of subjective well-being (satisfaction with life and affect balance). In addition, the findings indicate that both satisfaction with life and affect balance predict a decrease in materialism. Finally, the SEM analyzes show that the path between emotional intelligence and materialism is partially mediated by both satisfaction with life and affect balance. Social implications The results of this study expand the understanding to what extent and how emotional intelligence is able to assist in adjusting materialistic attitudes, which have become more prevalent with the respective growth of consumerism and consumer culture worldwide. In the light of unsustainable consumption patterns threatening the survival of humankind and nature, the opportunities that could reverse this trend are presented for marketers and policy makers. This study gives insight into the potential pathways for diminishing consumer materialism, which is considered detrimental to subjective well-being and mental health. Originality/value The relationship between emotional intelligence and subjective well-being has been well documented, as has the link between materialism and subjective well-being. However, the simultaneous examination of the relationship between emotional intelligence, subjective well-being and materialism is lacking. The current study adds to the understanding of materialism not only by examining the effect of under-researched antecedent such as emotional intelligence but also by explaining the underlying mechanism of subjective well-being by which emotional intelligence connects to materialism.

scholarly journals The Relationship of Human Resource Strategic Partner Role and Job Performance under Mediation of Achievement Motivation Structural Equation Model

2020 ◽  
pp. 9-17
Author(s):  
Hsien-Yu, Shun ◽  
Kuo-Yan, Wang ◽  
Chia-Yang, Ning
Keyword(s):  
Job Performance ◽  
Human Resource ◽  
Achievement Motivation ◽  
Structural Equation ◽  
Equation Model ◽  
Mediating Effect ◽  
Strategic Partner ◽  
Relationship Of ◽  
The Relationship ◽  
E Mail

This research explored the relationship among human resource practitioner strategic partner role, achievement motivation and the degree of job performance. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Eight hundred questionnaires were sent out by e-mail, 198 valid questionnaires were returned (24.75%). The results show that there is a significant influence between the：(1) human resource strategic partner and the job performance and (2) achievement motivation of human resource practitioners and the job performance and also that (3) achievement motivation exists mediating effect and affection is completely mediating effect between human resource strategic partner and the job performance.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

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.

Sign in / Sign up

Export Citation Format

Share Document