Collective Organizational Engagement & Work Engagement as Anchor Strategies to Sustain Green Organizational Performance A Case Study on Indonesian Organizational Services

2021 ◽  
Vol 9 (1) ◽  
pp. 78
Author(s):  
Thamrin Muhammad Noor
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Work Engagement ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Transformative Leadership ◽  
Theoretical Research ◽  
Equation Modeling ◽  
Hrm Practices ◽  
Organizational Engagement

It is generally believed that by orchestrating a nomological network to leverage COE which strongly supported by transformative leadership style, Practices in HRM, leadership style and working design could lead to condusive organizational performance. This research is to empirically analyze the antecedents of green organizational performance mediated through Collective Organizational Engagement (COE) and work engagement.   Current study deployed Structural Equation Modeling (SEM) with Amos 24 to statistically investigate proposed hypotheses. Survey is also conducted with questionnaires to collect data with non-probability sampling. Upper-Echelon Leaders, Top-Mid Level Managers and long-Level Employees present as sample from 100 organization as population. Statistical outputs demonstrated that Green Working Design, Green Leadership Behavior and Green HRM Practices significantly showed as the antecedent of COE, GWD and Green HRM Practices also proved as the key factors on Work Engagement. Furthermore, COE and WE play crucial moderating variable on Green Organizational Performance. The study also provided theoretical, research limitation and further research.. 

scholarly journals The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽  
2020 ◽  
Vol 1 (1) ◽  
pp. 28-42
Author(s):  
Sugito Efendi ◽  
Suwardi Suwardi
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Equation Modeling ◽  
Survey Method ◽  
Directorate General ◽  
The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee performance.

scholarly journals THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON WORK ENGAGEMENT REMUNERATION DIMEDIATION AND EDUCATOR MOTIVATION

2021 ◽  
Vol 19 (1) ◽  
pp. 11-22
Author(s):  
Fullchis Nurtjahjani ◽  
◽  
Ridolof Wenand Batilmurik ◽  
Joni Dwi Pribadi ◽  
◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Structural Equation ◽  
Research Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Teaching Staff

The purpose of this study was to analyze the direct effect of transformational leadership on work engagement and the indirect effect mediated by remuneration and educator motivation. This type of research is positivist research. The object of this research is the lecturer at State Polytechnic of Malang. The population in this study amounted to 182 lecturers of Malang State Polytechnic. The sampling technique used census techniques, all populations were used as research samples. The analytical tool used is the Partial Least Square Smart Program (PLS) based on the Variance Based Structural Equation Modeling (SEM) approach. The results show that Transformational Leadership affects Work Engagement, Remuneration does not mediate the effect of Transformational Leadership on Work Engagement, Educator Motivation mediates the Effect of Transformational Leadership on Engagement. Implementation of Remunerationneed to be repaired to meet related to the performance of supporting activities, indirect rewards, research performance, the performance of teaching/lectures, the performance of community service. Future researchers are expected to research teaching staff at all levels of office.

scholarly journals Employee Retention in light of Green HRM practices through the Intervening role of Work Engagement

2020 ◽  
Vol 2 (4) ◽  
pp. 10-19
Author(s):  
Salim Amor Al-Hajri
Keyword(s):  
Pharmaceutical Industry ◽  
Work Engagement ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Hrm Practices

The current research examined the relationship of green human resource management practices with employees’ retention in the pharmaceutical industry of Oman. The study also checked the mediating effect of work engagement in the relationships of Green HRM practices with employee retention. Following the current purpose, the study targeted employees in the pharmaceutical industry as the unit of analyses. Five hundred seventy-six respondents were selected through simple random sampling. Data were collected through a self-administrative questionnaire. Collected data was screened through SPSS23, which concluded with 349 usable questionnaires for data analysis and assessment. Structural equation modeling via Smart PLS 3.2.8 was employed to test the proposed model. The findings of the study show a positive but insignificant association of green HRM practices toward employee retention. However, the study found a significant positive influence of green HRM practices with work engagement and work engagement with employee retention. The study also reported the mediation of work engagement in the green HRM and employee retention relationship. The findings of the study have contributed theoretically and practically.

Enhancing Employee Self-Care

2018 ◽  
Vol 25 (3) ◽  
pp. 96-106 ◽  
Author(s):  
David Horstmann
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Self Care ◽  
Well Being ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Personal Initiative ◽  
Employee Burnout ◽  
Study Results

Abstract. The present study investigates the relationship between health-specific leadership and employee burnout. Health-specific leadership is a domain-specific leadership style that is characterized by the focus of leaders on employee well-being and their intentional support of employee health. Following the theory, I argue that managers influence employee burnout not only directly but also indirectly by encouraging employees to take care of their own health. Further, I extend the scope of previous research and argue that managers’ personal initiative acts as a moderator for health-specific leadership; as indicated by previous research, proactivity is crucial for effective leadership behavior. A cross-sectional questionnaire study (n = 525) was conducted. Health-specific leadership, managers’ personal initiative, employee self-care, and employee burnout symptoms have been measured. A moderated mediation was tested using structural equation modeling. The findings confirm a positive relationship between health-specific leadership and employee burnout. As expected, this relationship is partially mediated by employee self-care. Managers’ personal initiative shows an interaction effect on employee self-care but not on burnout symptoms. The study results verify the concept of health-specific leadership and highlight the importance of proactive leadership behavior as a facilitator for health-specific leadership. Finally, implications for leadership research and practice are provided.

scholarly journals Exploring the Nexus between Empowering Leadership and Work Engagement through Employee Resilience during Times of Covid 19

2021 ◽  
Vol 3 (3) ◽  
pp. 375-387
Author(s):  
Khawaja Khalid Mehmood ◽  
Shahbano Saeed
Keyword(s):  
Leadership Style ◽  
Private Schools ◽  
Work Engagement ◽  
Structural Equation ◽  
Faculty Members ◽  
Learning System ◽  
Equation Modeling ◽  
Teaching Staff ◽  
Empowering Leadership ◽  
Work From Home

Purpose: Online learning system was adopted by private schools across Pakistan to lessen students’ learning losses during the pandemic. It entailed the reliance on work from home model for their   teaching staff. The success of these institutions must have been driven by a leadership style espoused by them which helped to keep their employees engaged. Thus, drawing on the job demand resource principle, conservation of resource principle, and broaden and build theory, this could be argued that empowering leadership may have engendered employee resilience which ultimately kept intact the work engagement of employees. Moreover, moderating impact of psychological empowerment has been studied to determine extent to which it might influence the employee resilience nurtured by empowering leadership.  Design/Methodology/Approach: Respondents for this study were faculty members of the private schools affiliated with the Multan board of Intermediate and Secondary Education Pakistan. Probability sampling was employed to select the schools and the faculty members of those schools were given questionnaires. The total responses obtained were 210. Structural equation modeling involving moderated mediation techniques was utilized to conduct analyses. Findings: The study concluded that employee resilience mediated the association among empowering leadership and work engagement. However, the moderating effect was not proved. Implications/Originality/Value: The study pays an original contribution to research by linking empowering leadership with employee resilience and work engagement for the faculty members during the time of Covid-19 Pandemic. It suggests schools’ management to focus upon and reinforce empowering leadership for better work engagement of teachers. This would probably help them to retain students and sustain their performance.

scholarly journals Uncovering the Underlying Relationship Between Transformational Leaders and Followers’ Task Performance

2014 ◽  
Vol 13 (4) ◽  
pp. 194-203 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Dominique M. Sleebos ◽  
Véronique Maduro
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Online Questionnaire ◽  
Leaders And Followers ◽  
The Relationship

The purpose of the present study was to unravel the mechanisms underlying the relationship between transformational leadership, follower work engagement, and follower job performance and to investigate a possible boundary condition of transformational leadership. We used structural equation modeling to test our model among 162 dyads consisting of one employee and their leader, who both filled out an online questionnaire. Followers reported more job resources and need fulfillment when their leader showed more transformational leadership behavior, and this contributed to followers’ engagement and job performance. Consistent with our hypothesis, transformational leaders mainly fulfilled followers’ needs when followers were high in need for leadership.

The effects of authentic leadership and organizational commitment on turnover intention

2016 ◽  
Vol 37 (2) ◽  
pp. 181-199 ◽  
Author(s):  
Anthony Gatling ◽  
Hee Jung Annette Kang ◽  
Jungsun Sunny Kim
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Self Awareness ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral); the impact of authentic leadership on employees’ organizational commitment (OC); the impact of employees’ OC on their turnover intention (TI); and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach – The authors tested a sample of 236 students working as employees in hospitality in the USA, on the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings – Results of structural equation modeling provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Practical implications – The findings in the present study are extremely useful to managers, human resource managers, and organizations as a whole. Practitioners looking to increase employee OC and decrease TI can do so by augmenting the authentic leadership qualities of managers. Originality/value – The results of this study suggests a variety of significant theoretical contributions as well as critical leadership and organizational implications. The effects of authentic leadership were empirically tested on employees’ OC and the effects of that OC on TI.

Studies of Transformational Leadership: Evaluating Two Alternative Models of Trust and Satisfaction

2014 ◽  
Vol 114 (3) ◽  
pp. 740-757 ◽  
Author(s):  
Yi-Feng Yang
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Insurance Companies ◽  
Equation Modeling ◽  
Short Version ◽  
Employee Trust ◽  
Leadership Satisfaction

This study evaluates the influence of leadership style and employee trust in their leaders on job satisfaction. 341 personnel (164 men, 177 women; M age=33.5yr., SD=5.1) from four large insurance companies in Taiwan completed the transformational leadership behavior inventory, the leadership trust scale and a short version of the Minnesota (Job) Satisfaction Questionnaire. A bootstrapping mediation and structural equation modeling revealed that the effect of transformational leadership on job satisfaction was mediated by leadership trust. This study highlights the importance of leadership trust in leadership-satisfaction relationships, and provides managers with practical ways to enhance job satisfaction.

scholarly journals Leadership Practice for Building Trust of Followers: Decisive Factors of Organizational Performance

2020 ◽  
Vol 3 (2) ◽  
pp. 45-57
Author(s):  
Ba Phong Le ◽  
Quang Thang Tran
Keyword(s):  
Transformational Leadership ◽  
Financial Performance ◽  
Organizational Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Decisive Role ◽  
Organizational Outcomes ◽  
Point Of View ◽  
Equation Modeling ◽  
Employee Trust

Purpose - Leadership plays a decisive role in key organizational outcomes. To investigate the effects of leadership and its mechanism on organizational performance, this paper examined how transformational leadership impacts followers’ trust for improving operational and financial performance in the case of Vietnamese firms. Design/Methodology - This study used the Structural Equation Modeling to assess the correlation among the constructs based on using survey data of 285 employees at 60 manufacturing and service companies. Findings - The findings revealed that employees' trust in leadership acts as a mediating mechanism in the relationship between transformational leadership and organizational performance. The transformational leadership style of leaders has greater effects on financial performance, while employee’s trust has larger effects on operational performance. This study calls attention to the importance of raising employee trust to link transformational leadership and organizational performance. Practical and theoretical implications - From a practical point of view, the paper brings more knowledge and insights for CEO/managers on the right pathway to enhance organizational performance. The paper also provides theoretical initiatives on the leadership theory and the new pathway to promote operational and financial performance.

Virtuous leadership: a source of employee well-being and trust

2020 ◽  
Vol 43 (8) ◽  
pp. 951-970
Author(s):  
Martijn Hendriks ◽  
Martijn Burger ◽  
Antoinette Rijsenbilt ◽  
Emma Pleeging ◽  
Harry Commandeur
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Equation Modeling ◽  
Content Type ◽  
Work Related ◽  
Virtuous Leadership

Purpose The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations. Design/methodology/approach An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses. Findings The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being. Practical implications The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance. Originality/value Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

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