scholarly journals The Positive Effects of Unneeded Consumption Behaviour on Consumers during the COVID-19 Pandemic

2021 ◽  
Vol 18 (12) ◽  
pp. 6404
Author(s):  
Jianjia He ◽  
Shengmin Liu ◽  
Tingting Li ◽  
Thi Hoai Thuong Mai
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Mba Students ◽  
Positive Effects ◽  
Consumption Behaviour ◽  
Perceived Consumer Effectiveness ◽  
Multilevel Structural Equation ◽  
The Relationship

The COVID-19 pandemic has become an important global contagion that requires workers to implement necessary behaviours to cope. Based on the conservation of resources theory, the present studies explore the effects of unneeded consumption behaviour on consumers’ recovery level and work engagement and the moderated mediating process of such relationships. Using a purchasing experiment, study 1 examined the positive effect of unneeded consumption behaviour on recovery among 100 MBA students. Using the experience sampling method, the data in study 2 were collected from 115 consumers (employees) using ten iterations of 2-day continual questionnaires (Sunday and the following Monday) during the COVID-19 pandemic. The results from multilevel structural equation modelling indicate that unneeded consumption behaviour positively impacts work engagement in a moderated mediating mode. Consumer indulgence positively moderates the mediating effect of recovery level on the relationship between indulgent consumption behaviour and work engagement, while perceived consumer effectiveness negatively moderates the mediating effect of recovery level. This paper also identifies the value of transformation from consumption to work during the COVID-19 pandemic.

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

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.

Workplace hierarchical plateau and employees' work engagement: Mediating effect of forgone identity dwelling

2021 ◽  
Vol 49 (11) ◽  
pp. 1-11
Author(s):  
Tuwei Sun ◽  
Zhen Li
Keyword(s):  
Work Engagement ◽  
Regulatory Focus ◽  
Online Survey ◽  
Work Attitudes ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Negative Effects ◽  
Work Identity ◽  
Indirect Relationship ◽  
The Relationship

In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.

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

2018 ◽  
Vol 39 (2) ◽  
pp. 276-290 ◽  
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.

Inclusive leadership and work engagement: the mediating role of procedural justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Tuna Cenkci ◽  
Tuba Bircan ◽  
Jeff Zimmerman
Keyword(s):  
Procedural Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Theory Development ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
Inclusive Leadership ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

scholarly journals The influence of work values on the employees’ organizational commitment

2013 ◽  
Vol 26 (4) ◽  
pp. 507-532
Author(s):  
YeSeul Jung ◽  
JiYoung Park ◽  
YoungWoo Sohn ◽  
YooJin Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Values ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Positive Effects ◽  
Extrinsic Work Values ◽  
Person Organization Fit ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

scholarly journals Promoting Innovative Behavior in Employees: The Mechanism of Leader Psychological Capital

2021 ◽  
Vol 11 ◽  
Author(s):  
Yanfei Wang ◽  
Yi Chen ◽  
Yu Zhu
Keyword(s):  
Psychological Capital ◽  
Psychological Safety ◽  
Mediating Effect ◽  
External Boundary ◽  
Conservation Of Resources ◽  
Innovative Behavior ◽  
Positive Effects ◽  
Psychology Theory ◽  
Questionnaire Surveys ◽  
The Relationship

The study reported in this paper analyzed the influence of leader psychological capital (PsyCap) on employees’ innovative behavior and the roles of psychological safety and growth need strength (GNS) in this process within the context of positive psychology theory and conservation of resources theory. Three stages of questionnaire surveys were administered to 81 enterprise leaders and their 342 direct subordinates in South China to test our theoretical model. The results showed that leader PsyCap had significant and positive effects on employee innovative behavior, psychological safety had a partially mediating effect, and GNS positively moderated the relationship between psychological safety and innovative behavior. The results revealed the mechanism of PsyCap and external boundary conditions of the influence of leader PsyCap on employee innovative behavior. The study expands the research results of leader PsyCap theory and also provides guidance on how enterprises manage employees’ innovative behavior.

Do employees’ private demands lead to cyberloafing? The mediating role of job stress

2017 ◽  
Vol 40 (9) ◽  
pp. 1025-1038 ◽  
Author(s):  
Kian Yeik Koay ◽  
Patrick Chin-Hooi Soh ◽  
Kok Wai Chew
Keyword(s):  
Job Stress ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Mediating Effect ◽  
Job Resources ◽  
Conservation Of Resources ◽  
Content Type ◽  
Theoretical Contribution ◽  
The Relationship

Purpose Cyberloafing has been reported as a prevalent practice among employees and has been called the hidden epidemic killing business productivity. Given the importance of this issue, this study aims to propose and empirically test a research model to investigate the relationships between private demands, job stress and cyberloafing, premised on border theory, conservation of resources theory and general strain theory. Design/methodology/approach A total of 301 usable data were collected from employees who work in the ICT sector, using self-reported questionnaires that are subsequently analysed using Partial Least Square (PLS) structural equation modelling. Findings The results of this study have revealed that both private demands and job stress are positively related to cyberloafing. In addition, job stress is positively related to private demands and also partially mediates the relationship between private demands and cyberloafing. Therefore, the findings are suggestive of employee’s job resources being depleted when they cross between work and non-work domains as they attempt to satisfy their private demands. As a result, insufficient job resources channelled towards handling job-related demands results in job stress, followed by their engagement in cyberloafing behaviour as a coping mechanism. Originality/value The main theoretical contribution of this research is to expand upon the existing knowledge of the relationship between private demands and cyberloafing by demonstrating the mediating effect of job stress. Interestingly, the findings revealed that employees’ non-work domain can have a significant influence on both emotions and behaviours at work.

Job resourcefulness, work engagement and prosocial service behaviors in the hospitality industry

2017 ◽  
Vol 29 (10) ◽  
pp. 2668-2687 ◽  
Author(s):  
Jui-Chang Cheng ◽  
Chien-Yu Chen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Hospitality Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
The Relationship

Purpose Prosocial service behaviors play a major role in the hospitality industry. However, few studies have examined how job resourcefulness affects prosocial service behaviors. This paper aims to investigate the relationship between job resourcefulness and prosocial service behaviors as well as clarify the mediating effect of work engagement. Design/methodology/approach A questionnaire was developed to collect data from 282 frontline service employees in Taiwan’s hotel industry. Structural equation modeling was conducted to test the hypotheses of this research. Findings The results indicate that job resourcefulness is positively related to role-prescribed service behaviors, extra-role service behaviors and cooperation. Furthermore, work engagement mediates the relationship between job resourcefulness and prosocial service behaviors. Research limitations/implications The design of cross-sectional research restricts inference to the findings of cause–effect relationships. Also, the design of this study could not rule out the effect of common method variance, as all the data used in the study were acquired using the same questionnaire. Originality/value The current study contributes to the hospitality management research by investigating the link between job resourcefulness and prosocial service behaviors, and elaborating the partially mediating role of work engagement in this relationship.

scholarly journals Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

2020 ◽  
Vol 10 (9) ◽  
pp. 138
Author(s):  
Flavio Urbini ◽  
Antonio Chirumbolo ◽  
Antonino Callea
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Work Related ◽  
Mediating Role ◽  
State Of Mind ◽  
Private And Public ◽  
The Relationship

In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors.

scholarly journals Peranan Meaning of Work Memediasi Hubungan antara Dukungan Organisasi dan Kreativitas Karyawan

2020 ◽  
Vol 2 (3) ◽  
pp. 739
Author(s):  
Jovian Jonathan Lieando ◽  
Yanuar Yanuar
Keyword(s):  
Structural Equation Model ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Model ◽  
Mediating Effect ◽  
Meaning Of Work ◽  
Employee Creativity ◽  
Positive Effects ◽  
The Relationship

This study investigates the effects of perceived organizational support (POS) on meaning of work and employee creativity on PT. CIPTAHUTAMA JAYA. Data was collected through a survey of 100 employees, and structural equational model (SEM) was used to test the research hypotheses. The results indicate that POS have positive effects on the meaning of work and employee creativity. While the mediating effect of meaning of work on the relationship between POS and employee creativity is only partially supported. Penelitian ini menginvestigasi efek dari dukungan organisasi terhadap makna kerja dan kreativitas karyawan pada PT. CIPTAHUTAMAJAYA. Data yang telah terkumpul berasal dari survey terhadap 100 karyawan perusahaan. Structural Equation Model digunakan untuk menguji hipotesis dari penelitian ini. hasilnya menunjukan bahwa dukungan organisasi memiliki efek positif terhadap makna kerja dan kreativitas karyawan. Sementara itu efek mediasi dari makna kerja terhadap hubungan antara dukungan organisasi dan kreativitas karyawan hanya didukung sebagian.

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