scholarly journals Do Servant Leadership Self-Efficacy and Benevolence Values Predict Employee Performance within the Banking Industry in the Post-COVID-19 Era: Using a Serial Mediation Approach

2021 ◽  
Vol 11 (4) ◽  
pp. 114
Author(s):  
Tasmeer Mujeeb ◽  
Noor Ullah Khan ◽  
Asfia Obaid ◽  
Guiling Yue ◽  
Hanieh Alipour Bazkiaei ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Self Efficacy ◽  
Structural Equation ◽  
Banking Industry ◽  
Employee Performance ◽  
Equation Modeling ◽  
Quantitative Methodology ◽  
Serial Mediation ◽  
The Impact ◽  
The Relationship

Globally, the COVID-19 pandemic has brought significant implications to the workplace and highly impacted employee performance in every organization. In contemporary research, the scholars agree that leadership is one of the critical antecedents to predict employee performance in organizations. However, research is needed to investigate the mediating role of integral factors such as benevolence values (BV) and self-efficacy (SE) in predicting employee performance in the workplace. This study aimed to investigate the impact of key antecedents on employee performance in the banking industry. The findings reveal that the key antecedents, e.g., servant leadership (SL), self-efficacy (SE), and benevolence values (BV), have a direct positive relationship with employee performance (EP). Moreover, multiple indirect paths were tested, including serial mediation. This study used a quantitative methodology based on the positivist paradigm. A sample of 560 employees was randomly chosen. A survey questionnaire was distributed among them, and 400 were returned with a response rate of 70%, and the clean data of 400 employees was used for data analysis. The structural equation modeling (SEM) technique was employed using Smart PLS 3.3.3 software. The results confirmed that both SE and BV mediate the relationship between SL and EP. Likewise, BV mediates the relationship between SE and EP, and SE mediates the relationship between SL and BV. Finally, in serial mediation, the relationship between SL and EP is also established via SE and BV together as mediators.

KONFLIK DAN KINERJA KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 431-440
Author(s):  
Santi Retno Sari
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

The purpose of this paper is to examine the relationships to which leadership style (task and relations oriented leadership) moderate the impact of conflict on employee performance. Data were collected from 92 employees in different job levels. Partial least squares variance-based structural equation modeling (PLS-SEM) was used to test the relationship in the models. The results showed that task and relation conflict was associated with employee performance. The research findings also showed that leadership styles moderated the relationship between conflict and employee performance. This study offers implications for managerial practices. Practical implications and suggestions described in the paper Keywords: leadership style, conflict, performance.

A mediating and moderating role on employee performance appraisal

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adie Irwan Kusumah ◽  
Haryadi ◽  
Adi Indrayanto ◽  
Iwan Setiawan
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to determine the relationship between transformational leadership, self-efficacy, gender, intrinsic motivation and employee performance in mediating and moderating roles. Design/methodology/approach Respondents in this study were 531 hotel employees (human resources development staff, financial, relationship) in Yogyakarta who were led by women. Structural equation modeling was used to test the hypotheses using AMOS 22.0. Findings The results show that transformational leadership has a positive and significant effect on employee performance, self-efficacy acts as a mediating variable on the relationship between transformational leadership and employee performance. The results also indicate that gender acts as a moderating variable by strengthening the relationship between transformational leadership and employee performance and intrinsic motivation acts as a moderating variable by strengthening the relationship between self-efficacy and employee performance. Research limitations/implications This study has two limitations. First, the research results cannot conclude the company in general because the sampling of this study is limited to the hotel business which is led by women only. Future research is needed to explore more deeply to compare the performance of employees in companies led by women and those led by men. Second, this study uses only one independent variable. Future research needs to be done to explore the effect of other variables on company performance, such as work culture, work environment and job satisfaction. Practical implications The main managerial contribution of this study is directed to companies that are interested in developing employee performance. First, self-efficacy is able to mediate transformational leadership in achieving employee performance. Besides this research offers a clear strategy for companies to stimulate their employees to strengthen leadership individually so as to improve the quality of their work. Thus, companies can carry out leadership training that is focused on being able to recognize employees who have low self-efficacy. If this is done, the company can reduce expenses that are not small but can make a significant contribution. Originality/value To the best of the authors’ knowledge, this study is the first to examine the mediating and moderating role of transformational leadership, employee performance, self-efficacy, gender and intrinsic motivation, especially in a hotel business led by women in Yogyakarta, Indonesia.

scholarly journals The impact of human resource management practices on employee performance and the mediating role of employee commitment

2021 ◽  
Vol 10 (4, special issue) ◽  
pp. 222-234
Author(s):  
Shatha Mahfouz ◽  
Ayu Suriawaty Bahkia ◽  
Noryati Alias
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship

Employees represent the essential assets of any organization. The best organizations oversee human capital in the most efficient and effective way (Nethmini & Ismail, 2019). Blau (2017) highlighted the relevance between human resources management (HRM) practices and the employees’ success at work through enhanced inspiration and commitment. Hence, employee commitment cannot be overlooked as the degree of employee commitment can decide employee performance (Ahmad, 2014). This paper aims to explore the significance of employee commitment as a mediator in the relationship between HRM practices and employee performance. The target population is employees in the construction industry in Jordan. The respondents were selected utilizing a simple random sampling method. The data was gathered through a self-administered questionnaire and analyzed utilizing structural equation modeling (SEM) in IBM SPSS AMOS 24.0. The researcher obtained an aggregate of 297 usable and completed questionnaires. The study found that: 1) HRM practices have significant effects on employee performance, 2) employee commitment has significant effects on employee performance, 3) HRM practices have significant effects on employee commitment, and more importantly, and 4) employee commitment partially mediates the relationship between HRM practices and employee performance. The implications of the study are also examined.

scholarly journals Behavioural biases in Personal Financial Management and Perceived Financial Satisfaction: The Role of Speculative Risk

2022 ◽  
Vol 8 (2) ◽  
pp. 40-54
Author(s):  
Muhammad Nauman Sadiq ◽  
Syed Ali Raza Hamid ◽  
Raja Ased Azad Khan
Keyword(s):  
Financial Management ◽  
Self Efficacy ◽  
Structural Equation ◽  
Equation Modeling ◽  
Financial Satisfaction ◽  
Financial Socialization ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This study is design to examine the impact of behavioural biases on perceived financial satisfaction and determined the role of Speculative Risk between these variables. Using structured questionnaire study collect the data from respondents and then analyzed the same by using Reliability Analysis, Factor Analysis and Structural Equation Modeling (SEM) with the help of SPSS and AMOS. The result of study disclosed that  Financial self-efficacy and Reliance on expert has significant effect on financial satisfaction, while financial socialization has no significant effect on financial satisfaction. Beside this, study revealed that Speculative risk partially mediate the relationship of financial self-efficacy and reliance on experts with financial satisfaction. Beside this , moderating role of speculative risk was observed between IV’s and DV’s .Study revealed that speculative risk significantly moderates the relationship of financial socialization and Financial satisfaction. This study is important for financial managers, policy makers and individual investors.

scholarly journals The Mediating Role of Job Strain in the Transformational Leadership–Safety Behavior Link: The Buffering Effect of Self-Efficacy on Safety

2019 ◽  
Vol 16 (8) ◽  
pp. 1425 ◽  
Author(s):  
Byung-Jik Kim ◽  
Se-Youn Jung
Keyword(s):  
Transformational Leadership ◽  
Self Efficacy ◽  
Structural Equation ◽  
Job Strain ◽  
Equation Modeling ◽  
Safety Behavior ◽  
Moderated Mediation Model ◽  
The Impact ◽  
The Relationship

Although some previous studies have examined the impact of transformational leadership on safety behavior, those works have paid relatively less attention to the intermediating role of employees’ job strain in the link as well as contingent variables that moderate the relationship. Considering that not only job strain substantially affects employees’ perceptions, attitudes, and behaviors in an organization, but also there are some contextual factors that moderate the relationships, we investigated intermediating mechanisms (i.e., mediator and moderator) in the relationship between transformational leadership and safety behavior. Relying on the context-attitude-behavior framework, we conducted a structural equation modeling analysis with a moderated mediation model. Specifically, we hypothesized that the level of an employee’s job strain would mediate the transformational leadership–safety behavior link. We also hypothesized that an employee’s self-efficacy regarding safety would moderate the association between job strain and safety behavior. Using survey data from 997 South Korean employees, we found that all of our hypotheses were supported. The findings suggest that the level of an employee’s job strain mediates and elaborately explains the transformational leadership–safety behavior link. Moreover, an employee’s self-efficacy regarding safety is a buffering factor which decreases the harmful effects of job strain on safety behavior.

scholarly journals Towards Sustainable Corporate Attraction: The Mediating and Moderating Mechanism of Person–Organization Fit

2021 ◽  
Vol 13 (21) ◽  
pp. 11998
Author(s):  
Md Sohel Chowdhury ◽  
Jeonghun Yun ◽  
Dae-seok Kang
Keyword(s):  
Job Search ◽  
Self Efficacy ◽  
Structural Equation ◽  
Subjective Norms ◽  
Equation Modeling ◽  
Job Seekers ◽  
The Right ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

With the burgeoning “war for talent”, attracting the right workforce has become a major key checkpoint for a firm’s sustainability. The main purpose of this study was to predict prospective employees’ organizational attraction by integrating person–organization (P–O) fit perceptions and the theory of planned behavior (TPB) into a single framework. Although many studies have reported inconsistent results for the impact of subjective norms and self-efficacy on intention in the TPB framework, adequate empirical research on applicant attraction for this theoretical phenomenon is still unavailable. This may be the first study that examined the mechanism of how and when the TPB model becomes more instrumental with subjective P–O fit perceptions. With a sample of 335 young job seekers in Bangladesh, the study examined the research hypotheses related to the TPB and P–O fit using path analysis with AMOS, a structural equation modeling (SEM) program. The results showed that P–O fit partially mediated the relationship between self-efficacy and job search intentions. Observably, P–O fit significantly moderated the relationship between subjective norms and job search intentions in such a way that the impact of subjective norms was stronger for individuals with a lower level of P–O fit but slightly weaker for those with a higher level of P–O fit. In line with the research findings, some notable theoretical contributions and practical implications for HR professionals have been discussed.

scholarly journals Self-Efficacy as Mediator: The Impact of Entrepreneur Education on Entrepreneur Intention

2020 ◽  
Vol 8 (1) ◽  
pp. 24-28
Author(s):  
Rr Fosa Sarassina
Keyword(s):  
Structural Equation Modeling ◽  
Literature Review ◽  
Self Efficacy ◽  
Structural Equation ◽  
Entrepreneurship Education ◽  
Equation Modeling ◽  
Entrepreneurial Education ◽  
The Impact ◽  
The Relationship

The literature review shows inconsistent results of the relationship between entrepreneurial education withentrepreneurial intention and recommends the investigation of the role of self-efficacy as a mediator between the two constructs. This study aims to meet that purpose. From the response of 241 students in Jogjakarta, which was analyzed using structural equation modeling (SEM), it is concluded that self-efficacy mediates the relationship. This finding signifies the role of entrepreneurship education as it builds self-efficacy to become an entrepreneur, which in turn increases the intention to become one.

scholarly journals PENGARUH JAMINAN SOSIAL, SELF EFFICACY DAN SERVANT LEADERSHIP TERHADAP KOMITMEN ORGANISASI DAN KINERJA KARYAWAN RUMAH SAKIT ISLAM NASHRUL UMMAH LAMONGAN

2021 ◽  
Vol 19 (3) ◽  
pp. 446-456
Author(s):  
Bayu Aji Harsanto ◽  
Nanis Susanti
Keyword(s):  
Organizational Commitment ◽  
Social Security ◽  
Servant Leadership ◽  
Self Efficacy ◽  
Structural Equation ◽  
Total Population ◽  
Employee Performance ◽  
Equation Modeling ◽  
Population Sampling ◽  
Using Data

This study aims to find out and analyze the effect of social security, self-efficacy and servant leadership on organizational commitment and its impact on employee performance at RSI (Rumah Sakit Islam) Nashrul Ummah Lamongan. This study uses a quantitative descriptive approach using data analysis based on empirical theory between the variables in this study, then data is collected by questionnaire instrument. To analyze the data, The Structural Equation Modeling (SEM) was used from the AMOS statistical software. The total population sampling method with total population of 240 employees. The results of this study indicate that Social security, Self-efficacy, and Servant Leadership berpengaruh positif dan signifikan terhadap komitmen, sedangkan social security has no significant effect on employee performance, likewise Self-efficacy and servant leadership has a positive and significant effect on employee performance, . Furthermore Organizational commitment has a positive and significant effect on employee performance.

Toward an understanding of the relationship between LMX and performance over time: the role of trust in leader and appraisal satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachel Gabel-Shemueli ◽  
Franco Alberto Riva Zaferson
Keyword(s):  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
And Performance ◽  
One Year ◽  
The Impact ◽  
The Relationship ◽  
Over Time ◽  
Trust In Leader

PurposeThe purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal satisfaction both cross-sectionally and after one year, and the reciprocal effect of employee performance on LMX one year later.Design/methodology/approachA full panel data design was applied and the sample consisted of 289 employees of a Peruvian insurance organization. Structural equation modeling (SEM) was used to test the research hypotheses.FindingsThe results show the relationship between LMX and performance was sequentially mediated by trust in leader and appraisal satisfaction on both occasions. Additionally, employee performance at Time 1 positively influenced LMX at Time 2.Originality/valueThis study highlights the dynamic and complex relationship between LMX and employee performance over time while identifying relevant variables that influence it.

The Role of Career Self-Efficacy on the Effect of Parental Career Behaviors on Career Exploration: A Study on School of Tourism and Hotel Management’ Students

2016 ◽  
Vol 3 (1) ◽  
pp. 143 ◽  
Author(s):  
Selahattin Kanten ◽  
Pelin Kanten ◽  
Murat Yeşiltaş
Keyword(s):  
Undergraduate Students ◽  
Self Efficacy ◽  
Structural Equation ◽  
Career Exploration ◽  
Equation Modeling ◽  
Survey Method ◽  
Hotel Management ◽  
Mediating Role ◽  
The Impact

This study aims to investigate the impact of parental career behaviors on undergraduate student’s career exploration and the mediating role of career self-efficacy. In the literature it is suggested that some social and individual factors facilitate students’ career exploration. Therefore, parental career behaviors and career self-efficacy is considered as predictors of student’s career exploration attitudes within the scope of the study. In this respect, data which are collected from 405 undergraduate students having an education on tourism and hotel management field by the survey method are analyzed by using the structural equation modeling. The results of the study indicate that parental career behaviors which are addressed support; interference and lack of engagement have a significant effect on student’s career exploration behaviors such as intended-systematic exploration, environment exploration and self-exploration. In addition, it has been found that one of the dimensions of parental career behaviors addressed as a lack of engagement has a significant effect on career self-efficacy levels of students. However, research results indicate that student’s career self-efficacy has a significant effect on only the self-exploration dimension. On the other hand, career self-efficacy has a partial mediating role between lack of engagement attitudes of parents and career exploration behaviors of students.

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