scholarly journals Influencing Mechanism of Job Satisfaction on Safety Behavior of New Generation of Construction Workers Based on Chinese Context: The Mediating Roles of Work Engagement and Safety Knowledge Sharing

2020 ◽  
Vol 17 (22) ◽  
pp. 8361
Author(s):  
Guodong Ni ◽  
Yuanyuan Zhu ◽  
Ziyao Zhang ◽  
Yaning Qiao ◽  
Huaikun Li ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Work Engagement ◽  
Construction Workers ◽  
Safety Behavior ◽  
Construction Companies ◽  
Mediating Role ◽  
Influencing Mechanism ◽  
Safety Knowledge ◽  
New Generation

China’s construction industry developed rapidly and safety production has become a vital issue. Improving the safety behavior of construction workers is an important measure to effectively decrease construction safety accidents. At present, a New Generation of Construction Workers (NGCWs) born after 1980 has gradually become the main force of construction companies in China and the special group characteristics coming from the intergenerational difference may make them behave differently in safety-related activities, therefore, it is very important to study how to promote their safety behavior. This paper aimed to explore the influencing mechanism of job satisfaction on the safety behavior of NGCWs and examine the mediating role of safety knowledge sharing and work engagement. Confirmatory factor analysis and structural equation modeling analysis were applied to test the theoretical model. Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement. Safety knowledge sharing plays a complete mediating role between job satisfaction and safety compliance behavior, as well as between job satisfaction and safety participation behavior. Moreover, work engagement plays a complete mediating role between job satisfaction and safety participation behavior, which can provide valuable management references for China’s construction companies to strengthen their safety behavior.

scholarly journals Intrinsic Motivation, Knowledge Sharing and Innovation Behavior of Knowledge-Based Employees in the Industrial New Generation

CONVERTER ◽  
2021 ◽  
pp. 75-87
Author(s):  
Xiaohua Yu, Xiulan Meng
Keyword(s):  
Intrinsic Motivation ◽  
Knowledge Sharing ◽  
Work Engagement ◽  
Mediating Effect ◽  
Self Determination ◽  
Mediating Role ◽  
Knowledge Based ◽  
New Generation ◽  
Innovation Behavior ◽  
Predictive Effect

By introducing knowledge sharing as an intermediary variable and using 375 questionnaires, this paper makes an empirical study on the intrinsic motivation, the main and mediating effects of knowledge sharing on individual innovation behavior. The results show that: (1) The intrinsic motivation has a positive predictive effect on individual innovation behavior, and the influence degree of each dimension on individual innovation behavior is beta interest > beta competency > beta curiosity > beta self-determination > beta work engagement. (2) The intrinsic motivation has a positive predictive effect on knowledge sharing. Besides self-determination, all dimensions of intrinsic motivation can actively promote knowledge sharing among employees, such as competency, work engagement, curiosity and interest. (3) Knowledge sharing has a partial mediating effect on the relationship between internal motivation and individual innovation behavior of knowledge-based employees in the industrial new generation. Knowledge sharing plays a mediating role in the influence of competency, work engagement, curiosity and interest on individual innovation behavior, but does not have a mediating effect on self-determination. The conclusions of this study can provide reference and suggestions for enterprises to effectively promote individual innovation of the industrial new generation of employees.

scholarly journals How Person-Supervisor Fit Influence the Work Engagement of New Hires?

2021 ◽  
Vol 8 (9) ◽  
pp. 125-130
Author(s):  
Yuanyuan Wang ◽  
Keyword(s):  
Work Engagement ◽  
Positive Impact ◽  
Cluster Sampling ◽  
Mediation Model ◽  
Job Fit ◽  
Mediating Role ◽  
Influencing Mechanism ◽  
Person Organization Fit ◽  
New Hires

For new hires, receiving support from their supervisor is critical for familiarizing themselves with their job and engaging it as soon as possible. The aim of this paper is to explore the influencing mechanism of person-supervisor fit(PSF) on the work engagement(WE) of new hires as well as the mediating role of person-organization fit(POF) and person-job fit(PJF). Five hundred new hires were selected through cluster sampling, and asked to fill out questionnaires measuring PSF, POF, PJF, and WE. In total, 486 questionnaires were valid. The study found that PSF positively influenced new hires’ WE. This positive impact was fully realized through the two mediation paths of POF and PJF. Therefore, a two-mediation model was established. PSF was highly important to the WE of new hires, but this effect was fully realized through the indirect paths of POF and PJF.

Effect of Superior–Subordinate Intergenerational Conflict on Job Performance of New Generation Employees

2016 ◽  
Vol 44 (9) ◽  
pp. 1499-1513 ◽  
Author(s):  
Yongyue Zhu ◽  
Hua Yang ◽  
Guanglin Bai
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Intergenerational Conflict ◽  
Negative Influence ◽  
Positive Influence ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Mediating Role ◽  
New Generation ◽  
The Relationship

We analyzed the influence of superior–subordinate intergenerational conflict on the job performance of 498 employees of Chinese enterprises born since 1980 (new generation employees). Results of a survey showed that the 3 dimensions of superior–subordinate intergenerational conflict, namely task conflict, relationship conflict, and procedural conflict, all had a significantly negative influence on the employees' work engagement and job performance; work engagement exerted a significantly positive influence on job performance; work engagement played a partial mediating role in the relationship between both relationship conflict and procedural conflict and job performance, and fully mediated the relationship between task conflict and job performance; tolerance and confrontation in conflict resolution had a significantly moderating effect on the relationships between all 3 dimensions of superior–subordinate intergenerational conflict and work engagement; and coordination played a significant moderating role on the relationship between both task and procedural conflict and work engagement, but the role of coordination as a moderator in the relationship between relationship conflict and work engagement was nonsignificant. Theoretical contributions are discussed and options for practical guidance offered.

scholarly journals The Effects of Congruence Between Person and Environment on Innovation Performance in Ports

2021 ◽  
Vol 12 ◽  
Author(s):  
Daokui Jiang ◽  
Teng Liu ◽  
Zhuo Chen ◽  
Xiaoyan Zhang ◽  
Su Wang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Management Practices ◽  
Polynomial Regression ◽  
Technological Development ◽  
Innovation Performance ◽  
Maritime Transportation ◽  
Mediating Role ◽  
Human Resource Management Practices ◽  
Performance Results

The projected growth and rapid technological development in maritime transportation will create demand for a newly skilled and motivated workforce in the port sector. Thus, it is important for ports to attract, recruit and retain talented employees to promote innovation and enhance competitive advantages. This manuscript focuses on the welfare and talent of port staff from the perspective of person-environment (P-E) fit. Using polynomial regression with response surface analysis, this study explores the effect of P-E fit on job satisfaction, work engagement and innovation performance, and bootstrapping is applied to confirm the mediating roles of job satisfaction and work engagement in the relationship between P-E fit and innovation performance. Results show that (1) need-supply (N-S) fit and demands-abilities (D-A) fit improved port employees’ job satisfaction, work engagement and innovation performance, and the impacts on work engagement and innovation performance show an inverted “U” and “U” shape, respectively; (2) D-A fit is more important when job satisfaction plays a mediating role; and (3) N-S fit makes a greater contribution when work engagement mediates the effect of P-E fit on the innovation performance. These findings contribute to P-E fit research as well as to human resource management practices in ports.

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