scholarly journals The Role of Perceived Justice, External Prestige and Organizational Identification in Explaining Employee Engagement

2021 ◽  
Vol 30 (3) ◽  
pp. 571-592
Author(s):  
Luka Zlatić ◽  
Zoran Sušanj ◽  
Ana Jakopec
Keyword(s):  
Organizational Justice ◽  
Organizational Development ◽  
Employee Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Theoretical Contribution ◽  
Development Interventions ◽  
Self Image

This paper examines the relationship between perceived organizational justice, external prestige, organizational identification and work engagement. Data were collected by questionnaire, using a convenient sampling method. The results of structural equation modeling show that employees are more likely to identify with the organization if they perceive it as fair and prestigious, and are therefore more engaged at work. Perceived organizational justice and external prestige shape positive experiences of the organization and meet the employee’s need for the development of a positive self-image, thus leading to identification of the individuals with the organization and, indirectly, to a greater employee engagement. In addition to the theoretical contribution, this study's findings can also be used in organizational development interventions planning.

scholarly journals The Moderating Effect of Organizational Identification on the Relationships between Teachers Perceived Organizational Justice and Burnout Behaviours at College Level

2017 ◽  
pp. 140-162
Author(s):  
Ghazanfar Ali Et al.,
Keyword(s):  
Organizational Justice ◽  
Organizational Identification ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
College Level ◽  
College Teachers ◽  
The Relationship

This study intends to explore whether the perceived deficiency in organizational justice has an impact on the burnout behaviors of college teachers in Sargodha district. Moreover, the role of organizational identification as moderator had also been studied. Data were collected from a sample of 507 teachers. The factor analyses were carried out using structural equation modeling (SEM) and the factor structure of each construct was established. For inferential analysis, the researchers had used the “Partial Least Square-Structural Equation Modelling” (PLS-SEM) approach to analyze the data for testing the key hypothesized relationships of this study. The analyses revealed that the gender, experience, job nature, and type of organization had insignificant effects on the dimensions of teachers’ burnout. The data revealed that organizational justice had a good predictability of teachers’ burnout behaviors. The researchers had also discovered that organizational identification was a significant predictor of teachers’ burnout behaviors. All dimensions of organizational identification significantly moderate the relationship between most of the dimensions of perceived organizational justice and burnout behaviors of college teachers.

It is not a case of “one size fits all”: the need for customized HRM practices for employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Geetha Jose ◽  
Nimmi P. M. ◽  
Sebastian Rupert Mampilly
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Psychological Safety ◽  
Equation Modeling ◽  
Care Providers ◽  
Content Type ◽  
Experienced Nurses ◽  
Hrm Practices ◽  
The Relationship

Purpose This study seeks to evaluate the role of HRM practices in enhancing Employee Engagement, particularly at varying levels of perceived psychological safety. Design/Methodology/Approach Data collected through a questionnaire survey of 151 nurses are analyzed with warp-PLS structural equation modeling. Findings Perceived HRM practices lead to higher engagement levels. Psychological safety moderates the relationship between HRM practices and employee engagement inversely. Originality/value An un-preceded study examining the moderating role of Psychological safety on the instrumentality of HRM practices on engagement particularly among experienced medical care providers. Results suggest to provide customized HRM practices to experienced nurses in order to enhance their engagement levels.

scholarly journals Corporate Entrepreneurship and Business Performance: The Mediating Role of Employee Engagement

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096277 ◽  
Author(s):  
Umair Ahmed ◽  
Waheed Ali Umrani ◽  
Umer Zaman ◽  
Sheraz Mustafa Rajput ◽  
Tariq Aziz
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Business Performance ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Future Research ◽  
Critical Gap ◽  
Mediating Role ◽  
Future Research Directions

The present study examined corporate entrepreneurship (CE) influence upon business performance following the mediation of employee engagement. In all, 201 middle managers from big 5 banks in Pakistan were sampled for the present study. Through applying structural equation modeling to test statistical relationship, the results revealed significant positive relationship between CE and business performance. Accordingly, the results also indicated mediation of employee engagement in this relationship thus, supporting both the hypothesized relationships. The study is first of its kind, addressing critical gap concerning employee engagement in the domain of CE and business performance. The study presents critical explanations and potential implications through which CE prospects could help employees to feel obliged to respond back with higher engagement and business performance. Toward the end, the chapter also discusses future research directions and scope for further study.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

How does political skill lead to job and organization engagement? Role of self-evaluations

2020 ◽  
Vol 39 (7/8) ◽  
pp. 895-910
Author(s):  
Ameer A. Basit
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Political Skill ◽  
The Self ◽  
Equation Modeling ◽  
Survey Method ◽  
Conservation Of Resources ◽  
Content Type ◽  
Proposed Model

PurposePolitical skill is a valued resource employees use to achieve success. Earlier research has mostly focused on the effect of political skill on others rather than on the self of the politically skilled individuals. Specifically, there is disconnect between political skill and employee engagement research as both these fields have been growing in isolation. Drawing from theories of engagement and conservation of resources, this study bridges this gap in knowledge by investigating how political skill leads to job and organization engagement of politically skilled employees via impacting their self-evaluations of organization-based self-esteem (OBSE) and organizational identification.Design/methodology/approachUsing a survey method, data were obtained from 188 employees who worked in three private schools of Lahore, Pakistan. Structural equation modeling was used to test the proposed model.FindingsThis study found that individuals who used political skill by practicing social astuteness, interpersonal influence, networking and sincerity rated themselves high in OBSE and organizational identification. As a consequence, high OBSE enhanced their job engagement, whereas high organizational identification increased their organization engagement.Originality/valueThis study is one of the first studies to present political skill as a driver of job and organization engagement. It reveals that the self-evaluations of OBSE and organizational identification mediate the political skill–engagement relations in unique manners.

Are functional, emotional and social values interrelated? A study of traditional guesthouses in Iran

2020 ◽  
Vol 32 (9) ◽  
pp. 2857-2880 ◽  
Author(s):  
S. Mostafa Rasoolimanesh ◽  
Mohmmad Iranmanesh ◽  
Muslim Amin ◽  
Kashif Hussain ◽  
Mastura Jaafar ◽  
...  
Keyword(s):  
Structural Equation ◽  
Social Values ◽  
Perceived Value ◽  
Social Value ◽  
Equation Modeling ◽  
Content Type ◽  
Theoretical Contribution ◽  
Emotional Value ◽  
Moderating Role

Purpose This study aims to examine the interrelationships between the dimensions of perceived value, including functional, emotional and social values. The mediating role of emotional value between functional and social values and satisfaction have been hypothesized and tested. In addition, this study examines the moderating role of social value for the effect of emotional value on satisfaction. Design/methodology/approach Data for this study were collected from guests staying at two traditional guesthouses in Kashan, Iran. The authors applied partial least squares structural equation modeling to analyze 316 questionnaires completed by participants and for hypotheses testing. Findings The authors found positive and direct effects of all dimensions of perceived value on satisfaction. Moreover, the results indicated positive and significant indirect effects for functional and social values on satisfaction through emotional value. The findings demonstrated positive and strong effects of functional and social values on emotional value. The results do not support a moderating role for social value on the relationship between emotional value and satisfaction. In addition, the findings showed a strong and positive effect for satisfaction on revisit intentions. Originality/value This study makes a unique theoretical contribution to the perceived value literature by investigating the interrelationships between dimensions of perceived value. Moreover, this study explores several practical implications of these findings.

Organizational justice, conflict management and employee relations

2019 ◽  
Vol 40 (4) ◽  
pp. 783-799 ◽  
Author(s):  
Rojalin Sahoo ◽  
Chandan Kumar Sahoo
Keyword(s):  
Conflict Management ◽  
Organizational Justice ◽  
Structural Equation ◽  
Power Transmission ◽  
Equation Modeling ◽  
Employee Relations ◽  
Content Type ◽  
Transmission Unit ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust. Design/methodology/approach This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20). Findings The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER. Research limitations/implications The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units. Practical implications This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals. Originality/value The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.

scholarly journals Situational antecedents to organizational identification and the role of supervisor support

2020 ◽  
Vol 17 (3) ◽  
pp. 153-166 ◽  
Author(s):  
Matthew Valle ◽  
Martha C. Andrews ◽  
K. Michele Kacmar
Keyword(s):  
Procedural Justice ◽  
Undergraduate Students ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Training Opportunities

Purpose The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification. The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain. Design/methodology/approach The authors used structural equation modeling techniques, using MPLUS 7.4, to analyze data collected from 247 full-time employees who were recruited by undergraduate students attending a private university in the Southeast region of the USA. Findings Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification. Originality/value This research expands the nomological network concerning antecedents and consequences of organizational identification. It also explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. This research provides support for the notion that stronger employee–organization relationships lead to positive individual and organizational outcomes.

Conscientiousness and Organizational Citizenship Behavior: The Mediating Role of Organizational Justice

2012 ◽  
Vol 40 (8) ◽  
pp. 1293-1300 ◽  
Author(s):  
Aiqin Lv ◽  
Xiuqin Shen ◽  
Yongfu Cao ◽  
Yonggang Su ◽  
Xiaoyang Chen
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Mediating Role ◽  
Modeling Analysis

In this study we explored the role of organizational justice as a mediator between conscientiousness and organizational citizenship behavior. Longitudinal data were collected from 241 doctors and nurses employed in 11 Chinese hospitals. Structural equation modeling analysis results showed that the participants' perceptions of organizational justice significantly mediated the relationships between conscientiousness and the 5 dimensions of organizational citizenship behavior.

scholarly journals Role of Leadership in Employees’ Work Engagement: Organizational Identification and Job Autonomy

2015 ◽  
Vol 11 (1) ◽  
pp. 72 ◽  
Author(s):  
Izlem Gozukara ◽  
Omer Faruk Simsek
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Study Data ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Job Autonomy ◽  
Follower Commitment

Transformational leadership is a style of leadership that leads to transformation in the opinions and beliefs of followers. The behaviors of transformational leaders result in higher levels of follower commitment and engagement. Work engagement refers to followers’ feelings regarding their work in terms of what their work means to them and to what extent they want to show full concentration. The present study examines the effect of transformational leadership on work engagement by focusing on the mediator roles of job autonomy and organizational identification. The study data was collected using questionnaires from 252 participants working in higher education. The data was analyzed using structural equation modeling. The results supported study hypotheses, demonstrating that transformational leadership had a positive effect on work engagement, and job autonomy and organizational identification fully mediated the relationship between transformational leadership and work engagement. The findings from this research specifically highlight the significant impact of job autonomy and organizational identification on work engagement within the context of leadership.

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