scholarly journals The Mediating Roles of Happiness and Cohesion in the Relationship between Employee Volunteerism and Job Performance

2018 ◽  
Vol 15 (12) ◽  
pp. 2903 ◽  
Author(s):  
Seunghee Im ◽  
Yang Chung ◽  
Ji Yang
Keyword(s):  
Job Performance ◽  
Helping Behavior ◽  
Working Environment ◽  
Full Time ◽  
Regression Analyses ◽  
Mediating Effects ◽  
Role Behavior ◽  
Healthy Working ◽  
Employee Volunteerism ◽  
The Relationship

This study investigated the mediating effects of happiness and cohesion in the relationship between employee volunteerism, in-role behavior, and helping behavior. The study surveyed 312 full-time employees in South Korea, and regression analyses and the bootstrapping method were used to test the hypotheses. The study found happiness and cohesion to mediate the relationships between employee volunteerism and in-role and helping behavior. The findings suggest that employee volunteerism can promote a healthy working environment through increased feelings of happiness and cohesion as well as by improving performance behaviors.

The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors

2017 ◽  
Vol 12 (2) ◽  
pp. 255-270 ◽  
Author(s):  
Yang Woon Chung ◽  
Ji Yeon Yang
Keyword(s):  
Deviant Behavior ◽  
Self Esteem ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Mediating Effects ◽  
Content Type ◽  
Role Behavior ◽  
Workplace Ostracism ◽  
Workplace Behaviors ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effects of organization-based self-esteem (OBSE) for the relationship between workplace ostracism with helping behavior, voicing behavior, in-role behavior, and deviant behavior. The workplace has now become a social context where ostracism occurs and the study emphasizes how ostracism can affect workplace behaviors. Design/methodology/approach The study was designed using a three-wave self-reported survey. Confirmatory factor analysis, structural equation modeling, and bootstrapping for indirect effects were conducted to test the study’s hypotheses. Findings The study found OBSE to fully mediate the relationship between workplace ostracism and helping behavior, voicing behavior, and in-role behavior, while OBSE partially mediated workplace ostracism and deviant behavior as workplace ostracism was found to have a direct effect on deviant behavior. Originality/value The study explores and empirically tests the mediating effects of OBSE with helping behavior, voicing behavior, in-role behavior, and deviant behavior. Therefore, the study extends research on workplace ostracism by investigating beyond the direct effects of workplace ostracism on workplace behaviors.

scholarly journals THE RELATIONSHIP BETWEEN PERSON-ORGANIZATION FIT, ORGANIZATIONAL IDENTIFICATION AND WORK OUTCOMES

2014 ◽  
Vol 16 (2) ◽  
pp. 369-386 ◽  
Author(s):  
Mahmut Demir ◽  
Sirvan Sen Demir ◽  
Kevin Nield
Keyword(s):  
Job Performance ◽  
Organizational Identification ◽  
Structural Equation ◽  
Negative Influence ◽  
Positive Influence ◽  
Full Time ◽  
Confirmatory Factor Analyses ◽  
Production Deviance ◽  
Person Organization Fit ◽  
The Relationship

The purpose of this research is to analyse the relationship of person-organization fit in hotels through organizational identification, job performance, production deviance behavior, and the intention to remain. To achieve this, first the literature was consulted to provide a conceptual model. Through conducting a face-to-face interview, a total of 582 questionnaires were collected from employees who were full-time employees of the five-star hotels operating within the Mugla region of Turkey. The data obtained from the survey was analysed via the statistics program; within this explanatory and confirmatory factor analyses were performed within the framework of Structural Equation Modelling. The study concluded and identified, that external factors, namely “person-organization fit”, have an effect on internal factors such as “organizational identification”, “job performance”, “production deviance” and the “intention to remain”. The empirical results indicate that person-organization fit has a significant and positive influence on organizational identification, job performance and intention to remain, while has a significant and negative influence on production deviance behavior. The results also indicate that the organizational identification has an important effect on job performance, intention to remain and production deviance behavior.

scholarly journals The Mediating Effects of Organizational Commitment on the Relationship between Transformational Leadership Style and Job Performance

2015 ◽  
Vol 11 (1) ◽  
pp. 231 ◽  
Author(s):  
Dhaifallah Obaid Almutairi
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Affective Organizational Commitment ◽  
Mediating Effects ◽  
Transformational Leadership Style ◽  
Female Nurses ◽  
The Relationship ◽  
Larger Sample

<p><span lang="EN-US">Nurses are considered the most valuable assets in hospitals, and leadership style is one of the determinants that can affect their performance. The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees' job performance among Saudi female nurses. Four hospitals located in Riyadh and 227 Saudi female nurses were selected for this study. The results indicate that transformational leadership style is positively correlated with job performance and affective organizational commitment. The findings also reveal that affective organizational commitment mediates the relationship between transformational leadership style and job performance. This study recommends that hospital management should provide the groundwork for instilling transformational leadership styles and mangers should pay more attention to their leadership style in order to enhance job performance. This study also suggests further research that would include different measures and a larger sample as well as other areas, which could result in better understanding of the relationship between the variables.</span></p>

scholarly journals The Effect of Solution-Focused Thinking on Marital Satisfaction of Mothers with Infants Mediated by Father Involvement in Childcare and Marital Conflict

2021 ◽  
Vol 59 (1) ◽  
pp. 1-11
Author(s):  
Seonghui Son ◽  
Deuksung Kim ◽  
Yoona Kwon
Keyword(s):  
Marital Satisfaction ◽  
Marital Conflict ◽  
Father Involvement ◽  
Positive Influence ◽  
Regression Analyses ◽  
Mediation Model ◽  
Mediating Effects ◽  
Solution Focused ◽  
The Impact ◽  
The Relationship

This study investigated the impact of solution-focused thinking on marital satisfaction via mediating roles of father involvement in childcare and marital conflict. A questionnaire survey was conducted among mothers with infants, living in Busan, Daegu and Yangsan, South Korea. Data from 264 mothers were analyzed using several multiple regression analyses and bootstrapping method with SPSS 25.0 and PROCESS macro (model 6) to test the serial double mediation model. The results of this study are as follows. First, mothers’ solution-focused thinking had a significant direct and indirect positive influence on marital satisfaction through both father involvement in childcare and marital conflict. Second, the sequential mediating effects of father involvement in childcare and marital conflict were statistically significant in the relationship between solution-focused thinking and marital satisfaction. The model accounted for 60% of the variance in mothers’ marital satisfaction. The results highlight the importance of solution-focused thinking that can enhance the marital satisfaction of mothers with infants and act as a resource for increasing father involvement in childcare and decreasing marital conflict. Based on the results, it is necessary to include solution-focused thinking, father involvement in childcare, and marital conflict as key elements in the intervention to improve marital satisfaction of mothers with infants.

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 effect of personality on task performance and adaptive performance

2016 ◽  
Vol 29 (4) ◽  
pp. 607-630
Author(s):  
TaeYong Yoo ◽  
ChaeRyeong Lee
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Adaptive Performance ◽  
Mediating Effects ◽  
Performance Task ◽  
Moderation Effect ◽  
The Relationship

The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

PROSOCIAL BEHAVIOR AND JOB PERFORMANCE: DOES THE NEED FOR CONTROL AND THE NEED FOR ACHIEVEMENT MAKE A DIFFERENCE?

2004 ◽  
Vol 32 (4) ◽  
pp. 399-411 ◽  
Author(s):  
Yehuda Baruch ◽  
Mark Fenton O'Creevy ◽  
Patricia Hind ◽  
Eran Vigoda-Gadot
Keyword(s):  
Job Performance ◽  
Prosocial Behavior ◽  
Structural Equation ◽  
Direct Relationship ◽  
Equation Modeling ◽  
Need For Achievement ◽  
Mediating Effects ◽  
Personality Variables ◽  
Several Variables ◽  
The Relationship

This study examined the relationship between job performance and prosocial behavior at work using several variables that to date have received little or no attention in the literature. It focuses on employees' need for control, need for achievement, and the more commonly studied variable of organizational commitment as direct predictors of prosocial behavior and ultimately as indirect antecedents of job performance. Eight hundred and forty-six employees from 41 organizations participated in the study. Structural Equation Modeling (SEM) supported a direct relationship between need for achievement and job performance. However, no relationship was found between need for control and job performance. Moreover, when both personality variables were controlled for, the effect of prosocial behavior and commitment on job performance disappeared. This finding suggests that further work on the mediating effects of prosocial behavior and commitment on job performance is needed. Additional suggestions are given about the relationships among, and implications of, prosocial behavior, job performance, attitudinal, and personality variables.

Staying and performing

2016 ◽  
Vol 45 (5) ◽  
pp. 947-968 ◽  
Author(s):  
Amy Wei Tian ◽  
John Cordery ◽  
Jos Gamble
Keyword(s):  
Job Performance ◽  
Employee Performance ◽  
Job Embeddedness ◽  
Mediating Effects ◽  
Multiple Mediation ◽  
Methodological Issues ◽  
Content Type ◽  
Hrm Practices ◽  
Time Period ◽  
The Relationship

Purpose – The purpose of this paper is to empirically examine the effect of human resource management (HRM) practices on employees’ organisational job embeddedness and job performance. Following the ability-motivation-opportunity (AMO) model of HRM, the authors predicted that ability-, motivation- and opportunity-enhancing HRM practices would relate to fit, links and sacrifice components of job embeddedness, with these components mediating the relationship between HRM and employee job performance. Design/methodology/approach – Data were collected from a matched sample of 197 Chinese state-own firm employees and their supervisors. Multiple mediation test was used to test direct and mediating effects. Findings – Results indicated that HRM practices contribute to the creation and development of embeddedness, and the improvement of job performance. The job embeddedness components of fit, links and sacrifice were found to mediate the HRM-job performance relationship. The results suggest that organisations can proactively enhance both embeddedness and employee performance through implementing appropriate HRM practices. Research limitations/implications – While this study makes a contribution to the understanding of the relationship between HRM practices, employees’ organisational job embeddedness, the authors collected most of the data during one time period. Originality/value – Directly addressing these theoretical and methodological issues, the study makes two key contributions to the HRM and job embeddedness literatures. First, the authors found that the HR practices will directly influence employees’ job embeddedness. Second, the authors extend the scope of the AMO framework of HR by proposing that job embeddedness dimensions as important mediators in the HRM-job performance relationship.

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