scholarly journals Unlocking the Contradictory Outcomes of Presenteeism Through a Temporal Model: Effort Exertion as a Mediator

2021 ◽  
Vol 12 ◽  
Author(s):  
Chun-Yi Chou ◽  
Merce Mach
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Significant Proportion ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Work Related ◽  
One Year ◽  
The Relationship

The effects of presenteeism, that is, working while ill or exhausted, are unclear, as previous research has yielded contradictory results. The aim of this study was thus two-fold: clarify the differential effects of short versus long-term presenteeism and corroborate the mediating effect of effort exertion on the relationship between presenteeism and work-related outcomes. We adopt a three-wave panel design and measure all the variables at three different points (initially, after one week and after one year) to understand the effects of presenteeism over time. Our sample consists of 361 Chinese employees working in diverse industries in Taiwan. We analyze the panel data using structural equation modeling and bootstrapping. Our results reveal that presenteeism is positively associated with increased effort, work engagement, and job performance after one week. By contrast, presenteeism is negatively associated with job performance and work engagement though positively associated with emotional exhaustion after one-year. Our research contributes to clarify paradoxical results regarding presenteeism’s consequences, as well as corroborating that effort exertion mediates the relationship between presenteeism and work outcomes. We also identify practical implications for organizations managing employees working remotely, a more common reality with the outbreak of the COVID-19 pandemic, the ensuing lockdowns and digitalization which has started to become the norm for a significant proportion of working sectors. Finally, we suggest recommendations for future research on presenteeism.

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.

scholarly journals The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

2021 ◽  
Vol 17 (1) ◽  
pp. 45-58
Author(s):  
Engin Unguren ◽  
◽  
Serdar Arslan ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Stress Factors ◽  
Equation Modeling ◽  
Future Research ◽  
Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

City Newcomers’ Adaptation to Urban Life, Personal Well-Being, and Social Support

2018 ◽  
Vol 46 (7) ◽  
pp. 1201-1214
Author(s):  
Tianqiong Xia ◽  
Yifu Wang ◽  
Qiyi Lin
Keyword(s):  
Social Support ◽  
Structural Equation ◽  
Well Being ◽  
Urban Life ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Mediation Effects ◽  
Social Support Scale ◽  
The Relationship

We evaluated the level of adaptation of city newcomers (CNs) to urban life in China, and their personal well-being, and explored the mediating effect of social support on the relationship between these variables. We used a 2-stage sampling method to recruit 314 participants who completed the Adaptation to Urban Life Scale, Social Support Scale, and Personal Well-Being Scale. Structural equation modeling was used to test full and partial mediation effects. Findings showed that there was a significant correlation between the extent of CNs’ positive adaptation to urban life and their personal well-being. In addition, social support was beneficial for CNs’ personal well-being, and partially mediated the relationship between CNs’ adaptation to urban life and personal well-being. In addition, the adaptation to urban life dimensions of employment prospects, living conditions, and urban environment predicted CNs’ personal well-being. Implications of the findings are discussed, along with directions for future research.

The effect of novelty on travel intention: the mediating effect of brand equity and travel motivation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yucheng Zhang ◽  
Jing Li ◽  
Chih-Hsing Liu ◽  
Yimo Shen ◽  
Guiquan Li
Keyword(s):  
Intrinsic Motivation ◽  
Brand Equity ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Night Markets ◽  
Research Studies

PurposeResearch on the relationship between novelty and travel intention is lacking. This study attempts to fill this gap by developing a theoretical model to explain how novelty influences travel intention through two mediating paths: brand equity and tourist motivation.Design/methodology/approachIn this study, data were collected from 466 foreign visitors to Taiwanese night markets. To test the model, the authors applied structural equation modeling (SEM) to identify the critical attributes that predicted foreign tourists' travel intentions.FindingsThe SEM analysis indicated that novelty in tourism management was related to brand equity and intrinsic motivation, which increased foreign tourists' travel intentions and offered advantages for highly competitive, high-density night markets in Taiwan. In addition, brand equity was an important mediator that connected novelty and tourists' travel intentions. Finally, novelty indirectly affected travel intention and intrinsic motivation through brand equity.Research limitations/implicationsThere may exist potential moderators in the relationships among the brand equity and travel intention categories. Future research studies could explore whether any moderators influence the relationship mechanisms examined in this study.Originality/valueThis research expands on previous research studies that have focused on the value of travel intention. Furthermore, the study uses brand equity theory (BET) and the theory of planned behavior (TPB) to examine the mediating effect of intrinsic motivation on the relationship between novelty and travel intention.

Authentic leadership and work engagement: the mediating effect of practicing core values

2018 ◽  
Vol 39 (2) ◽  
pp. 276-290 ◽  
Author(s):  
Jihye Oh ◽  
Daeyeon Cho ◽  
Doo Hun Lim
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Factor Model ◽  
Core Values ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of practicing core values on the relationship between authentic leadership and work engagement in a Korean corporate environment. Design/methodology/approach Self-report data on authentic leadership, practicing core values, and work engagement were obtained from 281 employees of three major corporations in South Korea. Structural equation modeling was adopted to analyze the data. Findings The results revealed a direct and significant influence of authentic leadership on both practicing core values and work engagement. In addition, practicing core values was found to have a partial mediating effect on the relationship between authentic leadership and work engagement. Research limitations/implications This study revealed a three-factor model of authentic leadership compared to the four-factor model found in western cultural contexts. Similar findings are indicated for other Asian countries. A rigorous future study is warranted to validate the psychometric structure across different cultural settings. Harman’s single factor test was performed to address the common method variance issue. Practical implications Practicing core values functioned as a catalyst for developing authentic leaders. Therefore, it is necessary that organizational development practitioners perform developmental activities to purposefully facilitate practicing core values. Originality/value The study falls under the isolated or disregarded researched topic of the practicing core values in relation to authentic leadership and work engagement.

Product status signaling as mediator between materialism and product satisfaction of Saudis and Malaysians

2016 ◽  
Vol 44 (6) ◽  
pp. 973-985 ◽  
Author(s):  
Norizan Mohd Kassim ◽  
Naima Bogari ◽  
Najah Salamah ◽  
Mohamed Zain
Keyword(s):  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Mediating Role ◽  
Status Signaling ◽  
Symbolic Meanings ◽  
Research Findings ◽  
Materialistic Values ◽  
The Relationship

We investigated the mediating role of product status signaling in the relationship between materialism and product satisfaction of Saudi and Malaysian adults. We performed structural equation modeling to analyze data from 894 Generations X and Y participants in Malaysia and Saudi Arabia, who responded to a self-administered survey. Contrary to previous research findings both from Malaysia, and from North American and other Western-culture samples, there were positive significant direct effects of materialism on product satisfaction for consumers in both countries. The results of the mediating effect (materialistic values → product status signaling → product satisfaction) indicated that, for Saudis, the effect was positive and moderate in strength, whereas for Malaysians, the effect was positive and strong. The overall results showed that product status signaling acted as a partial mediator in the relationship between materialistic values and product satisfaction. On the basis of these results, it is important for marketers to understand that both Malaysian and Saudi consumers—Saudis in particular—tend to rely, and focus, on the symbolic meanings attached to products that will only be successfully communicated if the symbolism in the product is socially and visibly recognized by these consumers. Suggestions for future research are offered.

scholarly journals ADHD and its Effects on Job Performance: A Moderated Mediation Model

2020 ◽  
Vol 4 (1) ◽  
pp. 1-25
Author(s):  
Ernesto Rosario-Hernández ◽  
Lillian Rovira-Millán
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Productive Work ◽  
The Relationship

The purpose of the present study was to examine the effects of ADHD on job performance and the possible me-diating role of work engagement and moderating role of gender. Hypotheses testing were performed using structural equation modeling base on PLS-SEM approach applied to a sample of 448 employees from different organizations in Puerto Rico. The results shown that ADHD has a direct effect on task performance and counter-productive work behaviors, but none on organizational citizenship behaviors. Meanwhile, the relationship be-tween ADHD and task performance/organizational citizenship behavior were mediated by work engagement. On the other hand, gender moderated the relationship between ADHD and counterproductive work behaviors on which males were more strongly to show counter-productive work behaviors under high levels of ADHD than females. Findings are discussed in the light of their theoretical and practical implications for future studies.

Inclusive leadership and work engagement: the mediating role of procedural justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Tuna Cenkci ◽  
Tuba Bircan ◽  
Jeff Zimmerman
Keyword(s):  
Procedural Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Theory Development ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
Inclusive Leadership ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

scholarly journals Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

2019 ◽  
Vol 11 (4) ◽  
pp. 1050 ◽  
Author(s):  
Woocheol Kim ◽  
Soo Han ◽  
Jiwon Park
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Personal Resources ◽  
Full Time ◽  
Direct Effects ◽  
The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

The relationship of employees' strengths use and innovation: Work engagement as a mediator

2020 ◽  
Vol 48 (5) ◽  
pp. 1-6
Author(s):  
Yuanqin Ge ◽  
Xiaomeng Sun
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
Strengths Use ◽  
Validated Questionnaire ◽  
Relationship Of ◽  
The Relationship

We investigated the relationship between employees' strengths use and innovation through the mediator of their work engagement. A validated questionnaire was used to collect data from 158 employees at 3 companies in China. Structural equation modeling results show that work engagement partially mediated the relationship between employee strengths use and innovation. In addition, employee strengths use increased their innovation and made them more engaged in their work, and employees' work engagement, in turn, promoted their innovative behavior. These findings suggest that strengths use alone does not enhance employee innovation: Work engagement is also important. Directions for future research are discussed.

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