Crafting Jobs for Occupational Satisfaction and Innovation among Manufacturing Workers Facing the COVID-19 Crisis

China’s manufacturing employees are confronted with unprecedent occupational and innovation challenges caused by the ongoing COVID-19 crisis coupled with the pressure of being replaced by digital technologies. To gain a better understanding of the rising occupational uncertainty during this critical time, based on the job demands-resources (JD-R) theory, we examined the associations of employees’ job crafting behaviors (JCB) with their occupational satisfaction and innovation workplace behavior (IWB), as well as the mediating effect of work engagement on the above relationships. The final usable data were obtained from the formal survey of 311 employees of six manufacturing companies that have returned to work amid COVID-19. Structural equation modelling was adopted to analyze the data. Results show that employees’ JCB strengthens their occupational satisfaction and IWB via work engagement. Theoretically, our research enriches the existing body of knowledge about JCB from a cross-disciplinary angle integrating the perspectives of career and psychology. Practically, we offer valuable first-hand evidence about how manufacturing employees conducted JCB to re-orient their careers and to innovate in the face of the high unemployment situation.

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INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i3.353 ◽

2019 ◽

Vol 6 (4) ◽

Author(s):

Sevcan KILIÇ AKINCI

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Social Identity Theory ◽

Organizational Identification ◽

Structural Equation ◽

Mediating Effect ◽

Business Units ◽

Equation Modelling ◽

The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identiﬁcation may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

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INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i4.353 ◽

2019 ◽

Vol 6 (4) ◽

pp. 1322-1335

Author(s):

Sevcan KILIÇ AKINCI

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Social Identity Theory ◽

Organizational Identification ◽

Structural Equation ◽

Mediating Effect ◽

Business Units ◽

Equation Modelling ◽

The Relationship

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The Relationship between Recruiter Burnout, Work Engagement and Turnover Intention: Evidence from Serbia

Engineering Economics ◽

10.5755/j01.ee.31.2.24100 ◽

2020 ◽

Vol 31 (2) ◽

pp. 197-210

Author(s):

Tatjana Ivanovic ◽

Sonja Ivancevic ◽

Milica Maricic

Keyword(s):

Work Engagement ◽

Turnover Intention ◽

Structural Equation ◽

Negative Impact ◽

Positive Impact ◽

Online Questionnaire ◽

Academic Literature ◽

Equation Modelling ◽

High Degree ◽

The Relationship

Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

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TESTING MEDIATING EFFECT OF INDIVIDUAL EXCHANGE IDEOLOGY ON DISTRIBUTIVE JUSTICE AND WORK ENGAGEMENT RELATIONSHIP IN A COLLECTIVIST SOCIETY

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i3.365 ◽

2018 ◽

Vol 6 (3) ◽

pp. 379-392

Author(s):

Sevcan KILIÇ AKINCI

Keyword(s):

Distributive Justice ◽

Social Exchange ◽

Work Engagement ◽

Structural Equation ◽

Social Exchange Theory ◽

Exchange Theory ◽

Mediating Effect ◽

Business Units ◽

Exchange Ideology ◽

Collectivist Society

This study aims to test the Social Exchange Theory in a collectivist society and extends it by examining the link between distributive justice (DJ) and work engagement (WE). Specifically, individual exchange ideology (IEI) is integrated into the relationship, and it establishes if exchange ideology mediates between the relationships. The study was conducted on a large sample (499) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types and data was analysed with Structural Equation Modelling. The findings of this research supported the previous findings about DJ’s positive relationship with WE. Secondly, findings showed that IEI acted as a mediator between DJ and WE, and it mediated 24% of the effect of DJ’s on WE. Results revealed that employees reciprocated perceived justice (DJ in our case) by engaging themselves more in their work, to meet organisational goals, but this increases with the effect of individual exchange ideology; and therefore, supported the applicability of Social Exchange Theory in a collectivist society, namely in a Turkish context.

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

Leadership & Organization Development Journal ◽

10.1108/lodj-02-2016-0030 ◽

2018 ◽

Vol 39 (2) ◽

pp. 276-290 ◽

Cited By ~ 14

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.

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The influence of ethical leadership on trust and work engagement: An exploratory study

SA Journal of Industrial Psychology ◽

10.4102/sajip.v40i1.1210 ◽

2014 ◽

Vol 40 (1) ◽

Cited By ~ 13

Author(s):

Amos S. Engelbrecht ◽

Gardielle Heine ◽

Bright Mahembe

Keyword(s):

Employee Engagement ◽

Leadership Style ◽

Work Engagement ◽

Ethical Leadership ◽

Structural Equation Modelling ◽

Structural Equation ◽

Measurement Scales ◽

Equation Modelling ◽

Employee Relationships ◽

Managerial Implications

Orientation: Work engagement is increasingly becoming an important outcome for organisational success. A trusting and ethical relationship between leaders and followers is likely to positively contribute to the work engagement of employees.Research purpose: The aim of the study was to investigate the relationship between ethical leadership and trust in the leader and the effect these constructs have on the work engagement of employees.Motivation for the study: The study on the role of ethical leadership practices on employee engagement was motivated by the need to create an engaged workforce and a trusting work environment.Research approach, design and method: Data was collected using an electronic web-based questionnaire comprising three scales, namely the Utrecht Work Engagement Scale (UWES),Leader Trust Scale (LTS) and the Leadership of Ethics Scale (LES). In total, 204 completed questionnaires were returned. Data was analysed by means of item and confirmatory factor analysis conducted via structural equation modelling (SEM).Main findings: High levels of reliability were found for all the measurement scales used. The results from the structural equation modelling (SEM) indicated positive relationships between trust in the leader and work engagement, between ethical leadership and work engagement and between ethical leadership and trust in the leader.Practical/managerial implications: The findings emphasise the role played by ethical leadership behaviour of managers in promoting work engagement through the creation of employee relationships anchored on trust. Future studies should develop the theoretical model further by identifying other variables that influence work engagement.Contribution/value-add: Organisations today still face the challenge of developing an effective strategy for achieving work engagement. The ethical leadership style of managers is likely to create an ethical and trusting work climate conducive to the work engagement of employees.This is likely to enhance productivity as well as employee creativity and innovation.

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Enhancing supply chain performance through collaborative planning, forecasting, and replenishment

Business Process Management Journal ◽

10.1108/bpmj-03-2017-0052 ◽

2019 ◽

Vol 25 (4) ◽

pp. 625-646 ◽

Cited By ~ 4

Author(s):

Hassan Barau Singhry ◽

Azmawani Abd Rahman

Keyword(s):

Supply Chain ◽

Structural Equation ◽

Dynamic Capabilities ◽

Collaborative Planning ◽

Mediating Effect ◽

Equation Modeling ◽

Supply Chain Performance ◽

Innovation Capability ◽

Manufacturing Companies ◽

Content Type

Purpose Despite the importance of collaborative planning, forecasting, and replenishment (CPFR), its influence on supply chain innovation capability (SCIC) and supply chain performance (SCP) has not been sufficiently examined. The purpose of this paper is to examine the antecedence of SCP through CPFR and SCIC. Design/methodology/approach Through cluster and stratified random sampling, 286 responses from top managers of 1,574 Nigerian manufacturing companies were analyzed. Data analysis was performed using structural equation modeling with AMOS graphics. Findings The results show that SCIC has a full mediating effect on the relationship between CPFR and SCP. Specifically, CPFR has a significant relationship with both SCP and SCIC, and SCIC also relates significantly to SCP. Practical implications This study offers implications for manufacturers in developing countries in general, and in Nigeria in particular, by providing a guideline on how to improve SCP through CPFR. Originality/value The paper contributes to the limited studies on CPFR and SCP by extending this line of study into the realm of innovation capability and innovation. It integrates the social exchange theory and the dynamic capabilities theory to examine the collaborative processes of CPFR in the supply chain context. This study stressed the importance of boundary theoretical spanning by extending CPFR and SCP into the domain of innovation capability.

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Impact of professional nursing practice environment and psychological empowerment on nurses' work engagement: test of structural equation modelling

Journal of Nursing Management ◽

10.1111/jonm.12124 ◽

2013 ◽

Vol 23 (3) ◽

pp. 287-296 ◽

Cited By ~ 31

Author(s):

Shanshan Wang ◽

Yanhui Liu

Keyword(s):

Work Engagement ◽

Structural Equation Modelling ◽

Structural Equation ◽

Nursing Practice ◽

Psychological Empowerment ◽

Practice Environment ◽

Equation Modelling ◽

Professional Nursing ◽

Professional Nursing Practice ◽

Nursing Practice Environment

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THE EFFECT OF LEADERSHIP STYLE, WORK ENVIRONMENT, AND ORGANIZATIONAL MOTIVATION ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS VARIABLE MEDIATING

Business and Entrepreneurial Review ◽

10.25105/ber.v18i2.5310 ◽

2019 ◽

Vol 18 (2) ◽

pp. 93

Author(s):

Defina Sulastiningtiyas ◽

B Medina Nilasari

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Mediating Effect ◽

Hypotheses Testing ◽

Survey Questionnaire ◽

Analytical Technique ◽

Equation Modelling

This study is to examine the influence of leadership style, work environment, and organizational motivation on employee performance which is job satisfaction as mediating variable. The methodology of this study was hypotheses testing. Analytical technique used in testing the hypothesis is by Structural Equation Modelling (SEM) Method using Lisrel 8.80 software. A survey questionnaire was developed and validated. A total 124 questionnaire were distributed to Insurance’s agent PT. Askrindo Mitra Utama in Jakarta and 124 valid responses collected. The result from this study indicates that Leadership Style, Work Environment, Organizational Motivation has a positive and significant effect on Job Satisfaction; Leadership Style, and Organizational Motivation have a positive and significant effect on Employee Performance; but Work Environment does not have a positive and significant effect on Employee Performance; and there is a mediating effect of Job Satisfaction that can increase the influence of Leadership Style, Work Environment, and Organizational Motivation on Employee Performance.

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KUALITAS LAYANAN INTERNAL YANG MEMENGARUHI KEPUASAN NASABAH DENGAN MENGGUNAKAN KUALITAS LAYANAN EKSTERNAL SEBAGAI VARIABEL MEDIASI

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v11i1.2099 ◽

2018 ◽

Vol 11 (1) ◽

pp. 95

Author(s):

Evi Susanti

Keyword(s):

Customer Satisfaction ◽

Service Quality ◽

Structural Equation ◽

Positive Influence ◽

Mediating Effect ◽

Direct Influence ◽

Banking Service ◽

Equation Modelling ◽

Internal Service Quality

This study develops the role of service quality both internal and external service quality to improve customer satisfaction at shariah banking service office in DKI Jakarta province. This study discusses the study on two areas of science namely Human Resource Management and marketing management science. The target in this study was 121 shariah banking service offices. Sample is selected using purposive sampling. The liniear Structural Equation Modelling (SEM) was adopted to verfy the model. The results are (1) internal service quality has a positive significant and direct influence on external service quality (2) external service quality has a positive significant and direct influence on customer satisfaction (3) internal service quality has significantly positive influence on external service quality, which in turn affects the customer satisfaction in a significant and positive manner. In summary, the external service quality has a partially mediating effect.

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