scholarly journals Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

2020 ◽  
Vol 17 (10) ◽  
pp. 3711 ◽  
Author(s):  
Tung-Ju Wu ◽  
Jia-Ying Gao ◽  
Lian-Yi Wang ◽  
Kuo-Shu Yuan
Keyword(s):  
Job Performance ◽  
Past Research ◽  
Well Being ◽  
Mediation Effect ◽  
Hierarchical Regression ◽  
Valuable Insight ◽  
Mediating Role ◽  
Short Period ◽  
Person Environment Fit ◽  
And Performance

Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

scholarly journals Supervisor Workplace Gossip and Employee Job Performance: The Mediation Effect of Employee Job Engagement.

2018 ◽  
Vol 7 (4) ◽  
pp. 10
Author(s):  
Phakamani Dlamani ◽  
Iris Zhou ◽  
Juniter Kwamboka Mokua
Keyword(s):  
Job Performance ◽  
Research Design ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Service Sector ◽  
Mediation Effect ◽  
Tension Stress ◽  
Job Engagement ◽  
Effective Strategies ◽  
And Performance

This paper examined the role of supervisor gossip on subordinate job performance. The paper hypothesized that supervisor’s negative and positive gossip influence employee job engagement which in subsequently affects employee job performance. Dyadic research design was used to collect data from a sample of 228 employees and supervisors from Kwa Zulu Natal Government Municipality, South Africa. The employees completed the questionnaire items on supervisor gossip and job engagement, while their supervisors completed the questionnaire items on employee job performance. Data collection was done in three waves. The study established that positive superior gossip positively and significantly influenced employee job engagement, which positively improved employee job performance; while negative superior gossip had a positive, but insignificant effect on employee job engagement. The study was limited by the multicultural nature of the municipality as well as the causality issues and common method biases associated with research design. Having managed to utilize Social Exchange Theory (SET) in disentangling the supervisor-subordinate reciprocal communication web, the study proposes that supervisors should inculcate effective strategies of utilizing both positive and negative gossip in the workplace so as to increase positive employee outcomes. Negative gossip will cause tension, stress and mistrust among employees, while positive gossip will lead to creation of workplace antagonism and competition. This study attempted to assess the implication of supervisor gossip on employee job engagement and performance in the public service sector, whose employees are characterized with high job security as compared to their peers in the private sector.

The Relationship Between Gratitude and Religious Identification of NCAA Athletes: A Replication Study

2021 ◽  
pp. 1-17
Author(s):  
Nicole T. Gabana ◽  
Jeffrey B. Ruser ◽  
Mariya A. Yukhymenko-Lescroart ◽  
Jenelle N. Gilbert
Keyword(s):  
National Collegiate Athletic Association ◽  
Past Research ◽  
Well Being ◽  
Spiritual Identity ◽  
General State ◽  
Data Set ◽  
Religious Identification ◽  
Dispositional Trait ◽  
And Performance ◽  
Diverse Data

A holistic, multicultural approach to student-athlete mental health, well-being, and performance promotes the consideration of spiritual and religious identities in counseling and consultation. Preliminary research supports the interconnectedness of spirituality, religiosity, and gratitude in athletes; thus, this study sought to replicate Gabana, D’Addario, Luzzeri, and Soendergaard's study (2020) and extend the literature by examining a larger, independently sampled, more diverse data set and multiple types of gratitude. National Collegiate Athletic Association Division I–III student-athletes (N = 596) were surveyed to better understand how religious and spiritual identity related to trait, general-state, and sport-state gratitude. Results supported past research; athletes who self-identified as being both spiritual and religious reported greater dispositional (trait) gratitude than those who self-identified as spiritual/nonreligious or nonspiritual/nonreligious. Between group differences were not found when comparing general-state and sport-state gratitude. Findings strengthen and extend the understanding of spirituality, religion, and gratitude in sport. Limitations, practical implications, and future directions are discussed.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

scholarly journals Analysis of HR Management and Organizational Support in Maintaining Employee Well-Being and Performance When Working from Home During COVID-19

2021 ◽  
Author(s):  
Dediek Tri Kurniawan ◽  
. Sopiah ◽  
Lohana Juariyah ◽  
Afwan Hariri Agus Prohimi ◽  
Muhammad Syukri Salleh
Keyword(s):  
Job Performance ◽  
Organizational Support ◽  
Large Scale ◽  
Employee Performance ◽  
Well Being ◽  
Airport Management ◽  
Face To Face ◽  
Hr Practices ◽  
Work From Home ◽  
And Performance

he COVID-19 pandemic has paralyzed the economy in many countries. The Indonesian government decided to implement large-scale social restrictions to handle COVID-19. This policy encouraged various activities to be carried out at home. Some companies decided to encourage their employees to work from home (WFH). This study aimed to explore HR policies during the COVID-19 pandemic in maintaining employee performance in airport-management companies. This research used online questionnaires to reduce face-to-face interaction and was assisted by the HR departments in the companies. This research confirmed that HR practices and perceived organizational support positively influenced job performance. This study could not show the role of employee well-being as a mediator, which is related to HR practices and POS not having been proven to affect employee well-being. In addition, the results did not show that employee well-being affects job performance. Keywords: Maintaining Employee, Organizational Support, Performance, HR Policies, Work From Home

scholarly journals Extending UTAUT2 in Mobile money adoption and actual use behavior: An empirical research in Vietnam during the Covid-19

2022 ◽  
Vol 10 (4) ◽  
Author(s):  
Duc Dang Thi Viet ◽  
Luan Nguyen Thanh ◽  
Anh Nguyen Duc Hoai
Keyword(s):  
Technology Acceptance ◽  
Behavioral Intention ◽  
Past Research ◽  
Financial Inclusion ◽  
Matrix Analysis ◽  
Mobile Money ◽  
Mediating Role ◽  
And Performance ◽  
New Research ◽  
Use Behavior

The goal of this article is to examine the antecedents of behavioral intention toward mobile money, as well as the mediating role of trust on behavioral intention and financial inclusion in Vietnam during the COVID-19 period, using an expanded unified theory of technology acceptance and use (UTAUT2). The data were collected by an online self-administered questionnaire and analyzed using SmartPLS 3.3.3. To determine the exogenous constructs’ relevance and performance, a matrix analysis of importanceperformancewas used. The findings indicate that behavioral desire to use mobile money is primarily driven by awareness, structural assurance, habit, and performance expectation. The behavioral intention of mobile money will substantially influence its adoption, and trust will not act as a mediator between behavioral intention and financial inclusion. The extended UTAUT2 was used for the first time to analyze mobile money in Vietnam. Additionally, the new research provides a more comprehensive explanation for users’ financial inclusion than past research provided.

scholarly journals Does the Employability Paradox Exist or Not? An Inverted U-Shaped Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Haibo Yu ◽  
Changli Yan ◽  
Lu Zhang ◽  
Zhenhua Dong ◽  
Long Cheng ◽  
...  
Keyword(s):  
Job Performance ◽  
Linear Relationship ◽  
Prospect Theory ◽  
Turnover Intention ◽  
Hierarchical Regression ◽  
Curvilinear Relationship ◽  
Chinese Enterprises ◽  
Perceived Employability ◽  
Non Linear ◽  
And Performance

This paper’s purpose is to test the employability paradox by adopting a combined linear and non-linear approach based on the conservation of resource (COR) theory and the prospect theory and further to discuss it in two groups of employees with different seniority following the career timetable perspective. A total of 623 pairs of matched employee and manager surveys was collected from 27 Chinese enterprises in two waves. Hierarchical regression analysis was used to test the hypotheses. The results show no paradox that perceived employability promotes both an employee’s turnover intention and performance. Specifically, perceived employability has a significant inverted U-shaped effect on turnover intention but no direct influence on job performance. Seniority is a moderator, showing the curvilinear relationship only exhibits for employees with shorter work seniority (≤3 years), and a positive linear relationship between perceived employability and job performance only exists for employees with longer seniority (>3 years). This study emphasizes the value of employability for employers and proposes who is more suitable and what timetable should be followed for employability enhancement in practice. In addition, the study provides an enlightening finding of the inverted U-shaped relationship between perceived employability and turnover intention, applies the COR theory and the prospect theory to explain the non-linear relationship, validates the effect of too much of a good thing (TMGT), and negates the paradox from the perspective of the perceived general employability and career timetable.

scholarly journals Can Psychopathy Be Adaptive at Work? Development and Application of a Work Focused Self- and Other-Report Measure of the Triarchic Psychopathy Model

2020 ◽  
Vol 17 (11) ◽  
pp. 3938
Author(s):  
Anna Sutton ◽  
Maree Roche ◽  
Madeleine Stapleton ◽  
Anja Roemer
Keyword(s):  
Job Performance ◽  
Leadership Styles ◽  
Abusive Supervision ◽  
Well Being ◽  
Psychopathic Traits ◽  
Work Outcomes ◽  
Self And Other ◽  
Time Lagged ◽  
And Performance ◽  
Report Measure

Psychopathy may have both adaptive and maladaptive effects at work but research into workplace psychopathy is constrained by the lack of short, work-relevant measures that can be used for both self- and other-report. We adapt the Triarchic Psychopathy Measure (TriPM) for this purpose and distinguish the (mal)adaptive effects of psychopathy at work in two time-lagged survey samples. Sample 1 consisted of managers reporting their psychopathic traits and work outcomes (well-being, engagement, burnout and job performance). Sample 2 reported on their managers’ psychopathic traits and leadership styles (servant and abusive supervision) and their own work outcomes. The TriPM (Work) is a reliable, valid, 21-item measure of triarchic psychopathy at work with self- and other-report forms. Using this measure, we demonstrate that the triarchic model’s boldness trait is related to servant leadership and predicts improved well-being and performance while meanness and disinhibition are related to abusive supervision and predict increased burnout.

Goal congruence in teams and performance: The role of (shared) psychological contract fulfilment

2019 ◽  
pp. 1-17
Author(s):  
Frits Schreuder ◽  
René Schalk ◽  
Sasa Batistič
Keyword(s):  
Psychological Contract ◽  
Goal Orientations ◽  
Team Identification ◽  
Goal Congruence ◽  
Moderation Effect ◽  
Mediating Role ◽  
Person Environment Fit ◽  
Team Alignment ◽  
And Performance

AbstractThis study examines the motivating effects of goal congruence on outcomes in teams. Building on psychological contract theory and theories of person–environment fit, we proposed at the team level of analysis a mediating role of psychological contract fulfilment (PCF) and moderating effects of task interdependence and team identification. The results indicate partial mediation of shared PCF in the goal congruence – team performance relationships and a significant moderation effect of team identification with team alignment in learning goal orientations.

scholarly journals The Impact of Pro-environmental Preference on Consumers’ Perceived Well-being: The Mediating Role of Self-Determination Need Satisfaction

2020 ◽  
Vol 12 (1) ◽  
pp. 436
Author(s):  
Jian Gao ◽  
Jianguo Wang ◽  
Jianming Wang
Keyword(s):  
Well Being ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Self Determination ◽  
Mediation Effect ◽  
Mediating Role ◽  
Environmental Preference ◽  
The Impact ◽  
The Relationship

This study uses a conceptual research model to explore the mediating role of need satisfaction for competence, relatedness, and autonomy in the relationship between pro-environmental preference (PEP) and consumers’ perceived well-being (PWB). The data were collected on WJX (a Chinese online recruitment platform) from a sample of 514 respondents and analyzed using Smart PLS 3. The results indicated that two need satisfactions (competence and autonomy) fully mediate the relationship between PEP and consumers’ PWB. However, surprisingly, relatedness need satisfaction has no mediation effect in the relationship between PEP and consumers’ PWB. The results demonstrate the pivotal role of self-determination theory in explaining the primary psychological needs that must be met for consumers to perceive heightened states of well-being. Moreover, the results can signify to policymakers how to translate the impact of PEP into consumers’ PWB.

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