scholarly journals When Does the Leader’s Positive Expression Get a Positive Response From Members? The Three-Way Interaction Effects of Perceived Deep/Surface Acting, Positive Affect, and Quality of Leader-Member Exchange on Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Sung Hyoun Hong ◽  
Min Soo Kim
Keyword(s):  
Positive Affect ◽  
Work Engagement ◽  
Leader Member Exchange ◽  
Surface Acting ◽  
Deep Acting ◽  
Member Exchange ◽  
Negative Effect ◽  
Affective Display ◽  
Positive Effect

Although researchers have argued that a leader’s positive affective display effectively induces work motivation among members, it has not always resulted in desirable outcomes. This research addresses these critical issues and explains why individuals react differently, by considering the three-way interaction of the characteristics of expression, the positive affect of the members, and quality of leader-member exchange (LMX). To verify our hypotheses, 698days from 47 leaders and 146 members were collected through the Experience Sampling Method. The analysis was conducted using HLM, and the results showed that, for members with high quality LMX, the positive effect of perceived deep acting on work engagement was strengthened when positive affect was high, and the negative effect of perceived surface acting was weakened when positive affect was high. On the other hand, members with low-quality LMX showed a stronger positive effect of perceived deep acting on work engagement when positive affect was high, and the negative effect of perceived deep acting was mitigated when positive affect was low. These results demonstrate that quality of LMX serves as a context of the affective display between leaders and members, and the effect of displaying positive affect relies on members’ perception of the characteristics of the expression and the affective state.

scholarly journals The effects of emotional labor(surface acting, deep acting) and job burnout on job satisfaction among securities branch clerks

2019 ◽  
Vol 32 (3) ◽  
pp. 265-295
Author(s):  
SoonJeong Yang ◽  
DonHun Lee
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Emotional Labor ◽  
Job Burnout ◽  
Mediating Effect ◽  
Surface Acting ◽  
Deep Acting ◽  
Negative Effect ◽  
Positive Effect

The purpose of this study is to examine the moderated mediating effect of emotional intelligence on emotional labor(surface acting, deep acting) and job burnout on job satisfaction among securities branch clerks. A total of 288 securities clerks were asked to complete the questionnaires and the data were analyzed using SPSS 23.0 and Mplus 7.0. The results were as follows. First, surface acting had no significant effect on job satisfaction. Seocond, deep acting had significantly positive effect on job satisfaction. Third, surface acting were found to have significantly positive effect on job burnout. Fourth, deep acting were found to have significantly negative effect on job burnout. Fifth, job burnout is shown to have significantly negative effect on job satisfaction. Sixth, a mediating model showed that an association between surface acting and deep acting and job satisfaction were partially mediated by job burnout. Seventh, emotional intelligence showed the moderated mediating effect of deep acting and job burnout on job satisfaction. Finally, the implications and limitation of the present study are discussed.

scholarly journals PENGARUH PERCEIVED ORGANIZATIONAL OF SUPPORT, LEADER-MEMBER EXCHANGE, DAN STRES KERJA TERHADAP TURNOVER INTENTION KARYAWAN GENERASI Y DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING (Studi Kasus Pada Karyawan PT BPR Restu Artha Makmur)

2017 ◽  
Vol 10 (1) ◽  
pp. 63
Author(s):  
Franes Pradusuara ◽  
Indarto Indarto ◽  
Djoko Santoso
Keyword(s):  
Employee Engagement ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Sampling Method ◽  
Leader Member Exchange ◽  
Analysis Technique ◽  
Member Exchange ◽  
Negative Effect ◽  
Positive Effect

<p>Penelitian ini bertujuan: (1) Untuk menganalisis pengaruh <em>perceived organizational of support, leader-member exchange,</em> dan stres kerja terhadap  e<em>mployee  engagement  </em>dan<em> turnover intention</em>; (2) Untuk Menganalisis pengaruh <em>perceived organizational of support, leader-member exchange,</em> dan stres kerja terhadap <em>Turnover Intention</em>  dengan dimediasi oleh e<em>mployee  engagement.</em></p><p>Penelitian ini merupakan penelitian eksplanatori dengan metode pengambilan sampel secara sensus terhadap 60 karyawan generasi Y di PT BPR Restu Artha Makmur Kota Semarang. Teknik pengumpulan data menggunakan kuesioner  yang menggunakan skala likert 5 poin.  Teknik analisis yang digunakan adalah regresi linear berganda.</p><p>Hasil penelitian menunjukkan bahwa: (1) <em>perceived organizational of support</em> berpengaruh positif-signifikan terhadap <em>employee  engagement  </em>dan negatif-signifikan terhadap <em>turnover intention; (2) leader-member exchange </em>berpengaruh positif-signifikan terhadap e<em>mployee  engagement  </em>dan negatif-signifikan terhadap <em>turnover intention</em>; (3) stres kerja berpengaruh negatif-signifikan terhadap <em>employee  engagement  </em>dan positif-signifikan terhadap <em>turnover intention; </em>(4)<em> employee  engagement </em>berpengaruh negatif-signifikan terhadap <em>turnover intention; </em>(5) <em>employee engagement</em> efektif dalam memediasi variabel <em>perceived organizational of  support, leader-member exchange,</em> dan stres kerja terhadap <em>turnover intention</em><em> (R = 0,</em>71; Sign = 0.00).</p><p>   <em>This study aims: (1) To analyze the effect of perceived organizational of support, leader-member exchange, and job stress on employee engagement and turnover intention; (2) To analyze the influence of perceived organizational of support, leader-member exchange, and work stress on Turnover Intention with mediating employee engagement.</em></p><p><em>This research is explanatory research with census sampling method to 60 Y generation employees at PT BPR Restu Artha Makmur Semarang City. Technique of collecting data using questionnaires using Likert scale 5 points. The analysis technique used is multiple linear regression.</em></p><p><em>The results showed that: (1) perceived organizational of support positively-significant to employee engagement and negative-significant to turnover intention; (2) leader-member exchange has a significant positive effect on employee engagement and significant negatives to turnover intention; (3) Job Stress has significant effect on employee engagement and positive-significant to turnover intention; (4) employee engagement has a significant negative effect on turnover intention; (5) effective employee engagement in mediating perceived organizational of support, leader-member exchange, and work stress on turnover intention (R = 0.71; Sign = 0.00).</em></p>

Brokers Compensate for Leader–Member Exchange Differentiation

2021 ◽  
Vol 20 (1) ◽  
pp. 39-49
Author(s):  
Vivien Eichenseer ◽  
Eva-Maria Schulte ◽  
Daniel Spurk ◽  
Simone Kauffeld
Keyword(s):  
Video Data ◽  
Leader Member Exchange ◽  
Multilevel Analyses ◽  
Self Assessment ◽  
Team Meetings ◽  
Mediating Role ◽  
Member Exchange ◽  
Negative Effect ◽  
The Impact ◽  
Positive Effect

Abstract. Due to the relevance of innovations for organizational success, we investigated the impact of (relative) leader–member exchange (LMX) on individual- and team-level perceptions of the climate for innovation (PCI) as well as whether the presence of an individual with a high LMX relationship who plays a mediating role for individuals with lower LMX relationships during team meetings (i.e., a broker) moderates the effects of LMX differentiation. We conducted multilevel analyses of self-assessment and video data from 286 employees in 45 innovation teams. The results confirm the positive effect of (relative) LMX (RLMX) on PCI. The negative effect of LMX differentiation on PCI is not present in teams with a broker. Finally, individuals with high RLMX play a more central role in meetings than those with low RLMX.

scholarly journals The effect of emotional labor strategy on job burnout and job engagement

2014 ◽  
Vol 27 (4) ◽  
pp. 781-804
Author(s):  
SunAe Park ◽  
JaeChang Lee
Keyword(s):  
Emotional Labor ◽  
Psychological Capital ◽  
Moderating Effect ◽  
Job Burnout ◽  
Job Engagement ◽  
Surface Acting ◽  
Deep Acting ◽  
Positive Psychological Capital ◽  
Negative Effect ◽  
Positive Effect

The purpose of this study was to examine the moderating effect of positive psychological capital to analyze that emotional labor strategy(surface acting, deep acting) impacts on the job burnout and job engagement using samples of 314 salesperson in distribution services. The results were as follows. First, the surface acting of emotional labor strategies was increased job burnout, but deep acting decreased job burnout and increased job engagement. Second, positive psychological capital had negative effect on job burnout and positive effect on job engagement. Third, positive psychological capital had moderating effect between deep acting and job engagement. But, in contrast to the job engagement, job burnout had not effect on the moderation of positive psychological capital. That is, positive psychological capital was not a buffering effect between deep acting and job burnout, but worked as facilitator in a relationship between deep acting and job engagement. Finally, the implications and limitations of the present study as well as the future directions of this area were discussed.

scholarly journals PENTINGKAH KETERAMPILAN POLITIK ORGANISASI, SAAT TIDAK ADA PERBEDAAN PADA KUALITAS HUBUNGAN PEMIMPIN-BAWAHAN?

2018 ◽  
Vol 10 (1) ◽  
pp. 61
Author(s):  
Kabul Wahyu Utomo
Keyword(s):  
Survey Method ◽  
Hierarchical Regression ◽  
Leader Member Exchange ◽  
Political Skills ◽  
Two Cities ◽  
Member Exchange ◽  
Negative Effect ◽  
Demographic Similarity ◽  
The Relationship

<em>This study tries to focus on testing about political skills as moderating variable to the relationship between demographic similarity especially ethnic and the quality of leader-member exchange. This study used the survey method and using by questionnaires. From the questionnaire spread as many as 500, the number of questionnaire can be processed are 364 (the respond rate 72,8 % ). The research is done in four institutions in two cities in Jakarta and Yogyakarta. Variables in this study were variable independent used of similarity ethnic between leaders and subordinate. Their dependent variable is the quality of leader-member exchange. Next, the relationship between the two the variable is moderated by political skill as moderating variable. The analysis was conducted using regression analysis and the hierarchical regression. The outcome of this study suggests that there is a positive correlation between the demographic similarity of superior-subordinate specialty ethnicity and the quality of leader-member exchange. Then, the interesting thing about the research is correlation between the demographic similarity of superior-subordinate specialty ethnicity and the leader-member exchange moderated by political skills. But there is an interesting one, that is the connection between a demographic similarity (ethic) and the leader-member exchange moderated by the political skills has negative effect. Furthermore, discussion, the implications and many recommendation of this study are discussed in this study.</em>

scholarly journals Moderating-mediating Effects of Leader Member Exchange, Self-efficacy and Psychological Empowerment on Work Outcomes among Nurses

Organizacija ◽  
2020 ◽  
Vol 53 (3) ◽  
pp. 246-258 ◽  
Author(s):  
Farzad Sattari Ardabili
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Self Efficacy ◽  
Process Model ◽  
Psychological Empowerment ◽  
Leader Member Exchange ◽  
Mediation Effects ◽  
Member Exchange ◽  
Negative Effect

AbstractBackground: The main effects of leader-member relationship and the quality of supervisor-subordinate relationship are emphasized as main variables that help improve nurses’ job satisfaction and reduce exhaustion. The aim of this study is to examine the effects of the emotional intelligence, self-efficacy, and psychological empowerment on psychological exhaustion and job satisfaction of nurses using moderation-mediation effects of leader-member exchange (LMX).Methods: A cross-sectional design was carried out in three public-sector hospitals in north west of Iran during 2016. A total of 138 self-administered questionnaires were used for analysis. The main hypotheses of this study were analyzed through applying mediation-moderation analysis using PROCESS model.Results: The results revealed that LMX acted as a mediator between emotional intelligence and job satisfaction through converting its negative effect into positive one. The indirect effect of emotional intelligence on emotional exhaustion through leader-member exchange was strongly negative especially at higher levels of leader-member exchange.Conclusions: High quality relationships between nurses and their superiors could improve their job outcomes. The negative relationship between emotional intelligence and emotional exhausting was more significant when leader-member exchange was taken into account. High emotional intelligence in nurses has negative effect on job satisfaction but by mediating role of LMX the effect changed to positive. LMX partially mediated the effect of emotional intelligence on job satisfaction, except when self-efficacy values were quite large. Psychological empowerment did not significantly moderate the relationship between emotional intelligence, leader-member exchange, and job outcome.Implications for nursing managers: It is recommended to analyze the quality of leader-member exchange in the hospitals before using them for measurement of nurses’ satisfaction and their jobs’ outcomes. Managers should also concentrate more on leader-member exchange and try to improve its quality. Future studies are needed to investigate the effects of leader-member exchange quality in longer follow-up periods.

scholarly journals Employee Performance Improvement Models

2020 ◽  
Vol 9 (1) ◽  
pp. 53-61
Author(s):  
Mei Rista Rahmasari ◽  
Nury Ariani Wulansari
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Employee Performance ◽  
Sampling Technique ◽  
Working Environment ◽  
Insurance Companies ◽  
Surface Acting ◽  
Deep Acting ◽  
Negative Effect ◽  
Sample Technique

The purpose of this research is to know the direct effect of work engagement, emotional intelligence, deep acting, and surface acting on employee performance. The population of this research is employees of 4 (four) BUMN Insurance companies in Semarang. The sampling technique used saturated sample technique and the number of samples are 121 employees. Methods of Data aollection used observation, interviews and questionnaires that were measured using a Likert scale. Methods of analysis of this study used the software of SPSS version 21. The results show that work engagement and emotional intelligence, respectively, had a significant positive effect on employee performance. Another case, with deep acting that does not show a significant effect on performance, while acting surface shows a negative effect on employee performance. The Conclusions of this study are optimal emotional intelligence will improve deep acting, surface acting, and work engagement roomates Ultimately Affects employee performance. Suggestions for companies to pay more attention to the emotional management capabilities of employees so that it does not Become a burden for employees. In addition to providing training in handling customers appropriately, and creating a comfortable working environment to support the expected emotional control in accordance with company requirements.

scholarly journals The Role of Familial Trust in the Leader-member Exchange

2016 ◽  
Vol 7 (1) ◽  
pp. 53-73 ◽  
Author(s):  
Olga Štangej ◽  
Vida Škudienė
Keyword(s):  
Transition Economy ◽  
Interpersonal Trust ◽  
Leader Member Exchange ◽  
Small Family ◽  
Business System ◽  
The Family ◽  
Member Exchange ◽  
Positive Effect

Drawing on the study of micro and small family businesses in a transition economy, this research explores the effects of trust transferred from the family to the business system. Specifically, it examines how the leader’s interpersonal trust in the member affects the quality of the leader-member exchange (LMX) in familial dyads. The results reveal that interpersonal trust has a positive effect on LMX and the degree of this association depends on the leader’s orientation. This relationship is strengthened by the leader’s orientation, however, only in the case when the orientation is family-centric. The moderating effect is not statistically significant when the leader adopts business-centric orientation.

scholarly journals Military perceived overqualification in a civil organization

2020 ◽  
Vol 2 (7) ◽  
pp. 8-19
Author(s):  
Hondor Saragih ◽  
Yetti Supriyati ◽  
Sri Indah Nikensari ◽  
Ahmad Hidayat Sutawidjaya
Keyword(s):  
Job Satisfaction ◽  
Early Retirement ◽  
Leader Member Exchange ◽  
Employee Job Satisfaction ◽  
Member Exchange ◽  
Negative Effect ◽  
The Republic ◽  
Perceived Overqualification ◽  
Retirement Intentions ◽  
Positive Effect

The Indonesian military is currently faced with a situation in the colonel's career bottleneck so that there is the potential for overqualification of military employees working in government institutions. This symptom can lead to the situation of early retirement for military employees in civilian settings. As many as 157 colonels and lieutenant colonels working at the Ministry of Defense of the Republic of Indonesia were involved in a study to find out how the perceived overqualification and leader-member exchange was independently related to job satisfaction and the early retirement intention. The results show that leader-member exchange has a positive effect on job satisfaction but has positive effect on early retirement intention. Meanwhile, the perceived overqualification affects only employee job satisfaction, not on early retirement intention. Job satisfaction influences early retirement intention. Even so, leader-member exchange does have a negative effect on perceived overqualification. Policies aimed at improving the quality of subordinate superiors' relationships are needed to prevent early retirement intentions of employees who experience overqualification.

Relevant Factors in Increasing School Principals' Entrepreneurship for Improving Students 'Achievements

2020 ◽  
Vol 11 (1) ◽  
pp. 75-75
Author(s):  
Bambang Ismanto ◽  
Lasmono Tri Sunaryanto ◽  
Gatot Sasongko
Keyword(s):  
Path Analysis ◽  
Learning Methods ◽  
Creative Behavior ◽  
Central Java ◽  
Negative Effect ◽  
Rank And Tenure ◽  
Use Of Social Media ◽  
Improving Student Achievement ◽  
Positive Effect

Entrepreneurship of principals in the educational environment to enhance students' creative behavior and achievements through innovation and the development of learning methods is very important. The principal has the task of managing resources and taking advantage of opportunities in improving the quality of education. This study aims to discuss the significant variables in increasing entrepreneurship principals. The study uses a quantitative approach with path analysis. The research sample was 334 Principals of Kindergarten, Elementary, Middle and High Schools in Central Java Province. Data collection was carried out by studying documentation and questionnaires. Data analysis was performed by path analysis with the AMOS program. The results showed that the rank and tenure as a teacher had a positive and significant effect on the tenure as a principal. While the use of social media has a significant negative effect. Of the various independent variables observed, only the existence of opportunities that had a significant positive effect on the ability of innovation of the principal. While the variables that significantly influence the development of learning methods are the ability of innovation and the presence of opportunities. The development of learning methods and the existence of opportunities will subsequently have a positive effect on improving student achievement, as the ultimate goal of developing entrepreneurship by the principal. Pathways to improve the entrepreneurship of principals are the existence of opportunities, tenure as principal, innovation and the development of instructional media. Keywords: Entrepreneurship, Principal, Inovation. Creativity,

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