scholarly journals The Impact of Employee Engagement on Job Insecurity by Moderating Role of Psychological Empowerment to Enhance Corporate Performance

2019 ◽  
Vol 10 (4) ◽  
pp. 72-88
Author(s):  
Mubshara Hassan Ramey ◽  
Muhammad Jawad ◽  
Munazza Naz ◽  
Ayşe Küçük Yılmaz ◽  
Ebru Yazgan
Keyword(s):  
Employee Engagement ◽  
Survey Methodology ◽  
Oil And Gas ◽  
Psychological Empowerment ◽  
Job Insecurity ◽  
Pearson Correlation ◽  
Research Field ◽  
The Impact ◽  
Moderating Role

Human resources have had a strategic role in both sustainable and competitive business since it is inimitable element of business. The purpose of this research is to investigation the impact of employee engagement (independent variable) on job insecurity (dependent variable) and then moderating role of psychological empowerment of employees in oil and gas sector. These variables have the key significance for their employees and betterment of the organizations. It is a qualitative research, field study through survey methodology, 100 employees of 11 multinational oil and gas companies participated in the study from Pakistan. Cronbach alpha, Pearson correlation coefficient and hierarchal regression were used for various analyzes of this study. The findings of the research revealed that employee engagement is significant for reducing feelings of insecurity in a job, meanwhile if they are empowered psychologically, their commitment and loyalty is increased many times. Findings of this study will provide the insight to the benefits, challenges and issues related with it.

scholarly journals The Impact of Transformational Leadership Effects on Innovative Work Behavior by the Moderating Role of Psychological Empowerment

2019 ◽  
Vol 8 ◽  
pp. 925-938 ◽  
Author(s):  
Arif Md. Khan ◽  
Amer Hamzah Bin Jantan ◽  
Lailawati Binti Mohd Salleh ◽  
Zuraina Dato’ Mansor ◽  
Md Asadul Islam ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Moderating Role

scholarly journals Synergistic Integrated Business Model-Sustainability-Technology of Top Malaysian Oil and Gas PLCs: The Moderating Role of United Nations SDG 5

2021 ◽  
Vol 12 (2) ◽  
pp. 83
Author(s):  
Dayana Mastura Baharudin ◽  
Maran Marimuthu
Keyword(s):  
Corporate Governance ◽  
Business Model ◽  
Sampling Method ◽  
Oil And Gas ◽  
Annual Reports ◽  
Main Determinants ◽  
Code Of Corporate Governance ◽  
The Impact ◽  
Moderating Role

Purpose – This study investigates the impact of the three main determinants of strengthening the sustainability practices of the oil and gas public listed companies of Bursa Malaysia (PLCs) through the Business Model, Sustainability and Technology synergistically compared between pre and post Malaysian Code of Corporate Governance 2017 (MCCG 2017).Design/methodology/approach – The study has followed the purposive sampling method followed by descriptive statistics, regression analysis and content analysis derived from the Malaysian Code of Corporate Governance 2012 (MCCG 2012) and the MCCG 2017 together with previous studies of the analysis of the annual reports and integrated reports in order to explore the reporting of the business model, sustainability and technology as a synergy.

The impact of support on employees' adaptive behavior: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ceyda Maden-Eyiusta ◽  
Zeynep Yesim Yalabik ◽  
Mehmet Ali Burak Nakiboglu
Keyword(s):  
Adaptive Behavior ◽  
Psychological Empowerment ◽  
Personal Selling ◽  
Content Type ◽  
Adaptive Selling ◽  
Mediating Role ◽  
Adaptive Selling Behavior ◽  
The Impact ◽  
Moderating Role

PurposeDrawing on the social exchange theory, this study focuses on the impact of perceived organizational support (POS) and perceived supervisor support (PSS) on employees' adaptive (selling) behavior in a personal selling context. As part of the support-adaptive behavior relationship, the authors also explore the mediating role of psychological empowerment and the moderating role of customer orientation (CO).Design/methodology/approachData were collected from 200 salespeople from the financial and pharmaceutical sectors in Turkey. Hypotheses were tested with hierarchical multiple regressions and hierarchical moderated regressions.FindingsSupported salespeople feel more empowered in their jobs and show adaptive (selling) behavior. Our results also show that the impact of support on adaptive selling behavior through empowerment is stronger for salespeople with low CO.Research limitations/implicationsThis study has two limitations: the generalizability of its findings and cross-sectional design. Still, it significantly contributes to support, empowerment and adaptive behavior literature.Practical implicationsBy creating a supportive work environment and by training their managers to improve their support skills, organizations boost their employees' adaptability. Both of these support practices motivate employees to use their discretion in sales situations. Organizations should also evaluate and manage their employees' level of CO by conducting company surveys and by increasing top management communication.Originality/valueThis study tests the mediating role of psychological empowerment on the relationship between POS, PSS and adaptive behavior in the understudied personal selling context. The authors also test the moderating role of CO in the proposed model.

scholarly journals The Impact of Abusive Supervision on Job Insecurity: A Moderated Mediation Model

2020 ◽  
Vol 17 (21) ◽  
pp. 7773
Author(s):  
Dawei Wang ◽  
Chaoyue Zhao ◽  
Yalin Chen ◽  
Phil Maguire ◽  
Yixin Hu
Keyword(s):  
Social Cognitive ◽  
Cognitive Theory ◽  
Job Insecurity ◽  
Abusive Supervision ◽  
Mediating Role ◽  
The Social ◽  
Member Exchange ◽  
The Impact ◽  
Moderating Role

This paper explores the impact of abusive supervision on job insecurity under the frameworks of the social cognitive theory and the leader-member exchange theory; additionally, it explores the mediating role of leader-member exchange (LMX) and the moderating role of power distance. In this study, 944 employees from two state-owned enterprises located in China were surveyed via questionnaires. Results of the correlation analysis and statistical bootstrapping showed that (i) abusive supervision was significantly and positively related to job insecurity, (ii) LMX played a mediating role in the impact of abusive supervision on job insecurity, and (iii) power distance played a moderating role in the relationship between LMX and job insecurity. Based on the social cognitive theory, this study broadens the perspective of studies regarding job insecurity. It also provides practical suggestions for avoiding abusive supervision and for alleviating employees’ insecurities about management.

scholarly journals Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership

2022 ◽  
Vol 5 (1) ◽  
pp. 17-30
Author(s):  
Prince Addai ◽  
Rejoice Mottey ◽  
Michelle Afrifah ◽  
Augustine Osei Boakye
Keyword(s):  
Ethical Leadership ◽  
Organizational Support ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Climatic Conditions ◽  
The Impact ◽  
Moderating Role ◽  
Perceived Job Insecurity

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings – Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value – In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions.

scholarly journals Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt

2021 ◽  
Vol 19 ◽  
Author(s):  
Mohamed M. Saad ◽  
Hazem R. Gaber ◽  
Ashraf A. Labib
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Banking Sector ◽  
Research Approach ◽  
Hrm Practices ◽  
The Impact ◽  
Moderating Role

Orientation: The concept of employee engagement has attracted the attention of both academics and practitioners due to its importance in enhancing the performance and profitability of organisations.Research Purpose: This article examines the impact of human resource management (HRM) practices on employee engagement in the Egyptian context. The purpose of this article was to develop an in-depth understanding of the concepts of HRM practices and their impact on employee engagement, and the moderating role of strategy implementation.Motivation for the study: Given the scarcity of research that examines the impact of HRM practices on employee engagement especially in the banking sector, this article examines how different HRM practices can influence the level of employee engagement.Research approach/design and method: For the purpose of answering the research questions and testing the proposed hypotheses, a quantitative research approach was adopted by distributing a questionnaire to 228 employees from the banking sector in Egypt.Main findings: The findings indicated that HRM practices had a positive significant impact on employee engagement. In particular, these practices included selection and hiring, job design as well as reward and payment systems. However, the findings showed that the strategic implementation does not moderate the relationship between HRM practices and employee engagement.Practical/managerial implications: This article provides some guidelines for organisations to follow to fully utilise the power of employee engagement by applying effective HRM practices.Contribution/value-add: The contribution of this study is that it is one of the few studies that have so far investigated this relationship in the Egyptian environment.

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