scholarly journals A Spoonful of Sugar: Gamification as Means for Enhancing Employee Self-Leadership and Self-Concordance at Work

2021 ◽  
Vol 11 (2) ◽  
pp. 35
Author(s):  
Richard A. Oxarart ◽  
Jeffery D. Houghton
Keyword(s):  
Conceptual Model ◽  
Employee Engagement ◽  
Organizational Outcomes ◽  
Future Research ◽  
Work Tasks ◽  
Mediating Mechanisms ◽  
Future Research Directions ◽  
Influence Process ◽  
Workplace Outcomes ◽  
Personal Interests

Organizations today continue to seek new and effective ways to engage and motivate their workers. Gamification is an emerging means for enhancing employee engagement and motivation at work. Self-leadership is a comprehensive self-influence process that has the potential to help employees find meaning and purpose from their jobs. This paper develops and presents a conceptual model of the relationships between gamification, self-leadership, and valued workplace outcomes. The model suggests that gamification elements trigger multiple self-leadership processes and states that interact in a multiplicative fashion leading to a state of self-concordance in which individuals perceive a close alignment between their work tasks and their personal interests and core values. This serial mediation model helps to explain how and why gamification operates through the mediating mechanisms of self-leadership and self-concordance to effect important individual and organizational outcomes. Future research directions and implications for the proposed conceptual model are also discussed.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

The Role of Perceived Risk in Engaging Customer and Employees for Value Creation in Services

2021 ◽  
pp. 097226292110225
Author(s):  
Ritu Srivastava ◽  
Diptiman Banerji ◽  
Priyanka Nema ◽  
Shubham Choudhary
Keyword(s):  
Employee Engagement ◽  
Value Creation ◽  
Perceived Risk ◽  
Organizational Outcomes ◽  
Customer Engagement ◽  
Future Research ◽  
Second Phase ◽  
Research Directions ◽  
Marketing Effectiveness ◽  
New Research

Value creation, customer engagement and employee engagement have emerged as important organizational outcomes for continued success. At the turn of the new decade, it is imperative to identify new research directions for these outcomes to improve the marketing effectiveness of organizations while keeping people at the centre of this pursuit. The present study is propelled by this motivation. The study started with the exploration of the relationship of customer and employee engagement in value creation, while limiting the scope to services. The extant literature has not studied the three together. The second phase of the study dwelled on identifying common links among the three to develop a conceptual model that brought the concepts of customer engagement, employee engagement and value creation together. Perceived risk was identified as the underlying phenomenon that connected all three to be part of a social system. A conceptual framework has been proposed for connecting perceived risk to customer engagement and employee engagement that would create value in service organizations. The study identifies future research directions for theory building and practice.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

2021 ◽  
pp. 097226292199986
Author(s):  
Robinson James
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Strong Predictor ◽  
Organizational Outcomes ◽  
Research Strategy ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

Job Apathy

2015 ◽  
Vol 25 (3) ◽  
pp. 484-501 ◽  
Author(s):  
Gordon B. Schmidt ◽  
Guihyun Park ◽  
Jessica Keeney ◽  
Sonia Ghumman
Keyword(s):  
Employee Engagement ◽  
The United States ◽  
Two Dimensions ◽  
Popular Media ◽  
Incremental Validity ◽  
Future Research ◽  
Research Directions ◽  
Personal Initiative ◽  
Future Research Directions ◽  
Practical Implications

Work anecdotes and popular media programs such as Office Space, The Office, and Dilbert suggest that there are a number of workers in the United States who feel a sense of apathy toward their workplace and their job. This article develops these ideas theoretically and provides validity evidence for a scale of job apathy across two studies. Job apathy is defined as a type of selective apathy characterized by diminished motivation and affect toward one’s job. A scale of job apathy was developed and data from a sample of currently or recently employed college students supported two dimensions: apathetic action and apathetic thought. Job apathy was found to be empirically distinct from clinical apathy, negative affectivity, cynicism, and employee engagement. Job apathy was also found to have incremental validity in the prediction of personal initiative, withdrawal, and organizational deviance. Practical implications and future research directions for job apathy are discussed.

The Contribution of Teleworking towards a Green Computing Environment

2016 ◽  
pp. 1723-1738
Author(s):  
Iheanyi Chuku Egbuta ◽  
Brychan Thomas ◽  
Said Al-Hasan
Keyword(s):  
Conceptual Model ◽  
Green Computing ◽  
Future Research ◽  
Computing Environment ◽  
Theoretical Frameworks ◽  
Policy Makers ◽  
Working Definition ◽  
Future Research Directions ◽  
The Many ◽  
Definition Of

The aims of the chapter are to consider the strategic green issues of teleworking in terms of the environment, transport, location, office space, and resource use for modern organisations and business sectors and to formulate a conceptual model of the processes involved. In fact, teleworking technologies are variously implemented for green computing initiatives, and the many advantages include lower greenhouse gas emissions related to travel, greater worker satisfaction, and as a result of lower overhead office costs, increased profit margins. The chapter initially investigates the appropriateness of a working definition of teleworking with regard to green computing, and following this, explores the benefits and barriers of teleworking in a green computing environment. The theoretical frameworks and models of teleworking are then considered, and a conceptual model of the contribution of teleworking to green computing is formulated. It is the intention of the chapter to identify and articulate those teleworking concepts that will be useful to academicians, scientists, business entrepreneurs, practitioners, managers, and policy makers, and to indicate future research directions for research scholars and students with similar interests.

scholarly journals Corporate Entrepreneurship and Business Performance: The Mediating Role of Employee Engagement

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096277 ◽  
Author(s):  
Umair Ahmed ◽  
Waheed Ali Umrani ◽  
Umer Zaman ◽  
Sheraz Mustafa Rajput ◽  
Tariq Aziz
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Business Performance ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Future Research ◽  
Critical Gap ◽  
Mediating Role ◽  
Future Research Directions

The present study examined corporate entrepreneurship (CE) influence upon business performance following the mediation of employee engagement. In all, 201 middle managers from big 5 banks in Pakistan were sampled for the present study. Through applying structural equation modeling to test statistical relationship, the results revealed significant positive relationship between CE and business performance. Accordingly, the results also indicated mediation of employee engagement in this relationship thus, supporting both the hypothesized relationships. The study is first of its kind, addressing critical gap concerning employee engagement in the domain of CE and business performance. The study presents critical explanations and potential implications through which CE prospects could help employees to feel obliged to respond back with higher engagement and business performance. Toward the end, the chapter also discusses future research directions and scope for further study.

scholarly journals Multifaceted Role of Job Embeddedness Within Organizations: Development of Sustainable Approach to Reducing Turnover Intention

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093487
Author(s):  
Imran Ahmed Shah ◽  
Tamas Csordas ◽  
Umair Akram ◽  
Amit Yadav ◽  
Hassan Rasool
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Job Embeddedness ◽  
Future Research ◽  
Employee Behavior ◽  
Research Directions ◽  
Mediating Role ◽  
Future Research Directions

This study aims to explore the significance of job embeddedness (JE) theory and practices to reducing employee turnover and then suggest future research directions. It also reviews the systematic development of JE theory and its relationship with different workplace theories. A comprehensive content analysis, including a systematic review of articles published between 2008 and 2018, is conducted to understand the extensive role of JE in the workplace. A total of 108 research papers published in various high-ranking journals are selected for further analysis. To identify the mediating role of JE in the service and manufacturing industry, most of the existing studies focus on turnover intention, organizational commitment, employee engagement, and job satisfaction. However, many other key areas, which can be linked to JE to understand and evaluate the theory of organizational and employee behavior, are ignored in the literature. In this study, a further understanding of JE is suggested to be expanded in accordance with various elements of organization and employee theories, such as job design, job burnout, and role performance. This study contributes to the literature by further expanding JE theory and proposing a comprehensive JE framework that researchers and practitioners can adopt in future research.

Using Mixed Methods to Uncover Inclusive Leader Behaviors: A Promising Approach for Improving Employee and Organizational Outcomes

2020 ◽  
Vol 27 (4) ◽  
pp. 357-375
Author(s):  
Kim C. Brimhall ◽  
Lawrence Palinkas
Keyword(s):  
Transformational Leadership ◽  
Mixed Methods ◽  
Qualitative Data ◽  
Organizational Outcomes ◽  
Future Research ◽  
Leader Behaviors ◽  
Urban Hospital ◽  
Hospital Data ◽  
Inclusive Leadership ◽  
Workplace Outcomes

Although inclusion is a promising approach for enhancing workplace outcomes, limited studies have examined how leaders create inclusive workplaces. The purpose of this study was to investigate whether transformational leadership (TFL) fosters a climate for inclusion. Mixed methods were used to triangulate quantitative and qualitative data from participants in an urban hospital. Data revealed that some TFL characteristics were helpful in fostering inclusion, whereas other TFL characteristics were not, thereby only partially supporting TFL as an inclusive leadership approach. New insights are uncovered around more and less inclusive leader behaviors, providing a foundation for future research in building inclusive leadership theory.

Avoiding the Pitfalls and Approaching the Promises of Close Relationships

2012 ◽  
pp. 349-362
Author(s):  
Shelly L. Gable ◽  
Thery Prok
Keyword(s):  
Close Relationships ◽  
Well Being ◽  
Future Research ◽  
Approach And Avoidance ◽  
Research Directions ◽  
Relationship Motivation ◽  
Mediating Mechanisms ◽  
Future Research Directions ◽  
Support Relationships

People are powerfully motivated to form and maintain social relationships. Indeed, health and well-being are strongly tied to the course and quality of social bonds. However, while close relationships provide people with many advantages such as intimacy and social support, relationships can also be a detriment, such as when they are wrought with hostility and potential rejection. We present a framework of social and relationship motivation that simultaneously accounts for people's tendencies to both approach the incentives and avoid the threats in close relationships. Research examining the correlates of approach and avoidance motives and goals in relationships is reviewed and mediating mechanisms are explored. The implications and advantages of an approach and avoidance model of social motivation are highlighted and future research directions are discussed.

Towards an integrated conceptual model of supply chain learning: an extended resource-based view

2019 ◽  
Vol 24 (2) ◽  
pp. 189-214 ◽  
Author(s):  
Yang Yang ◽  
Fu Jia ◽  
Zhiduan Xu
Keyword(s):  
Supply Chain ◽  
Conceptual Model ◽  
Future Research ◽  
Sustainable Supply Chain ◽  
Resource Based View ◽  
Content Type ◽  
Analysis And Synthesis ◽  
Learning Capabilities ◽  
Future Research Directions ◽  
Management Capabilities

PurposeThe purpose of this paper is to systematically review the academic literature on Supply Chain Learning (SCL), including the definitions, drivers, sources, barriers and consequences of SCL, and to propose an integrated conceptual model.Design/methodology/approachA systematic literature review has been conducted, with an analysis of 123 papers in peer-reviewed academic journals published from 1998 up to March 2018.FindingsThrough analysis and synthesis of the literature, this paper identifies and classifies the concepts of SCL into four types, that is, process orientation, structure orientation, consequence orientation and other informal definitions. Based on the Extended Resource-Based View (ERBV), the authors develop an integrated conceptual framework, which brings together various constructs. Within the framework, the authors identify the drivers and sources of SCL at intra- and inter-organizational levels. SCL consists of exploratory and exploitive learning capabilities, and the outcomes of SCL are dynamic supply chain management capabilities and sustainable supply chain performance.Originality/valueThe authors propose a capability perspective of SCL and develop a conceptual model and a number of associated propositions of SCL based on the ERBV and review findings, which is subject to future empirical testing and propose five future research directions. The findings of this paper can be extended beyond the dyad and be applied in multi-tier supply chain context.

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