Over de samenhang tussen herstructureringen, baanonzekerheid en prestaties van werknemers

2006 ◽  
Vol 22 (4) ◽  
Author(s):  
Dinska Van Gucht ◽  
Hans De Witte
Keyword(s):  
Job Insecurity ◽  
Social Performance ◽  
Job Characteristics ◽  
Performance Data ◽  
Technical Performance ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship

On the association between restructuring, job insecurity and performance On the association between restructuring, job insecurity and performance This study analyses whether a plant restructuring affects the technical and social performance of employees, and their perception of quantitative and qualitative job insecurity. Quantitative job insecurity refers to the perceived continuity of the actual job, whereas qualitative job insecurity refers to the perceived continuity of valued job characteristics. Finally, the association of both forms of job insecurity with (technical and social) performance is studied, as well as the mediating role of job insecurity in the relationship between restructuring and performance. Data of 294 respondents are used to test the hypotheses. The results show that the confrontation with a restructuring is related with lower (technical and social) performance and with quantitative (but not qualitative) job insecurity. Both forms of insecurity are associated with reduced (technical and social) performance. We only find mediation regarding quantitative job insecurity and technical performance: a restructuring is associated with the fear that one might lose the job, which in turn lowers the technical performance of the employees involved.

scholarly journals Job Characteristics and Performance: The Mediating Role of Job Crafting

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
Chandrani Sen ◽  
Surbhi Dulara
Keyword(s):  
Service Industry ◽  
Job Characteristics ◽  
Middle Level ◽  
Job Crafting ◽  
Exploratory Research ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship ◽  
And Task

The present paper aims to establish an exploratory research in the relationship between job characteristics and performance while evaluating the mediating role of job crafting. Service industry being the target zone with 100 middle level managers working in esteemed organizations (5 star hotels). Mediation analysis was assessed through PROCESS macro (Hayes, 2012) in SPSS. With correlational analysis it was explored that all the three variables were significantly and positively related. Job crafting as a mediator between the two constructs was also analyzed wherein it showcased a partial mediation between job characteristics and task performance and also between job characteristics and contextual performance. Therefore, it can be concluded that employees who engage in the acts of job crafting are more likely to perform better.

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

scholarly journals Employees’ Job Characteristics and Job Crafting Behavior: The Mediating Role of Perceived Opportunities to Craft

2018 ◽  
Vol 8 (4) ◽  
pp. 65
Author(s):  
Jessica Van Wingerden ◽  
Rob Poell
Keyword(s):  
Health Care Professionals ◽  
Structural Equation ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Crafting ◽  
Job Resources ◽  
Mediating Role ◽  
Dutch Health ◽  
The Relationship

The present study was designed to gain knowledge about the relationship between job characteristics in the workplace (job demands and job resources), employees’ perceived opportunities to craft, and subsequently their actual job crafting behavior. Specifically, the potential mediating role of perceived opportunities to craft could shed better light on the mechanisms that lead employees to job craft in the context of particular work characteristics. We collected data among a group of Dutch health care professionals working in an organization that offers care for patient with mental disabilities (N=522). Participants of the study reported their job demands; workload, emotional demands and work-home interference, their job resources; role clarity, communication and team cohesion, their perceived opportunities to craft, and their job crafting behavior. We tested the hypothesized antecedents of job crafting perceptions and behavior model with structural equation modelling (SEM) analyses. Results indicated that perceived opportunities to craft mediates the relationship between job resources and employees actual job crafting behavior. The insights provided in this study do not only build on job crafting literature but are also helpful to understand which aspects of the workplace influence employees’ job crafting behavior. Therefore, these insights may be useful for the deliberate cultivation of job crafting behavior within organizations.

scholarly journals Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

2021 ◽  
Vol 12 ◽  
Author(s):  
Marco De Angelis ◽  
Greta Mazzetti ◽  
Dina Guglielmi
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Current Knowledge ◽  
Job Insecurity ◽  
Self Report ◽  
Serial Mediation ◽  
And Performance ◽  
Work Family ◽  
The Relationship

The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.

Family support and entrepreneurial passion: The mediating role of entrepreneurs' psychological capital

2021 ◽  
Vol 49 (3) ◽  
pp. 1-15
Author(s):  
Jian-Li Gao ◽  
Dong-Sheng Li ◽  
Mary-Louise Conway
Keyword(s):  
Family Support ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Mediating Role ◽  
Entrepreneurial Passion ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Entrepreneurial passion is seen as a valuable predictor of entrepreneurs' behavior and performance. We explored what makes entrepreneurs passionate by adopting a qualitative research method from a social support perspective. To test our hypotheses we conducted a survey with 287 young entrepreneurs in China. Using structural equation modeling we studied the impact of three types of support from the family on entrepreneurial passion. The results show that financial support and social capital support had a stronger influence on entrepreneurial passion than did emotional support. Further, psychological capital played a partial mediating role in the relationship between family support and entrepreneurial passion. This study enhances the integrity of previous research conclusions on entrepreneurial passion and, in particular, provides further insight into the development of nascent entrepreneurs and their new businesses.

scholarly journals Grandiose narcissism and performance in organizations: mediating role of subjective wellbeing

2020 ◽  
Author(s):  
Kiran Sakkar Sudha ◽  
M. Ghazi Shahnawaz
Keyword(s):  
Life Satisfaction ◽  
Negative Affect ◽  
Subjective Wellbeing ◽  
Team Work ◽  
Grandiose Narcissism ◽  
Mediation Analyses ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship

AbstractNarcissism is imbued with emotional dynamism and there is a strong need to assess the linkages with outcomes by analyzing their fusion. The present study examined the relationship between grandiose narcissism and performance through analyzing the mediating role of subjective wellbeing (positive affect, negative affect and life satisfaction). The wholesome assessment of performance was done by considering task performance, team-work and cognitive motivational effectiveness among 293 senior-level Indian employees of a big public sector organization. Data were analyzed by using SPSS 22 and Smart PLS 2.0. The correlation results showed that grandiose narcissism was negatively related to performance, life satisfaction and positively related to negative affect. The indirect pathways (through mediation analyses) revealed that negative affect and life satisfaction mediated the relationship between grandiose narcissism and performance. The study effectively contributes to the narcissism and performance literature by presenting clearer pathways of grandiose narcissism (through self-regulated emotions and subjective wellbeing). Practical implications were also highlighted beside the theoretical concerns.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

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