Using Technology and Innovation to Streamline Agile Project Management

Agile project management has transformed due to the rapid advancements in technologies. Digitisation of work processes has also contributed to increased efficiencies and lowering of costs within companies and organisations worldwide. This is essential in agile project management as managing and maintaining schedules and budgets are imperative for a successful project completion. The employees' drive, confidence, job meaningfulness, autonomy in job, and mastery of skills, or psychological empowerment as they often referred to in literature, are instrumental in nourishing employees' innovative work behaviour. This is a key contributor to successful agile project management.

Job Satisfaction and Quality of Work Life As a Commercial Flight Crew – A Review

The rapid growth of aviation industry resulted in a growing pilot demand globally from year to year. The increasing rate of pilot employed triggers all airliners to meet the needs of the organization that affect job satisfaction. Now, much attention has been given to the issue regarding quality of work life as flight crew by the management in the aviation sector as it is pertains to employee behaviour. Job satisfaction of flight crew describe on how well the job provides fulfilment and it serves as a source or means of enjoyment to every flight crew. Job satisfaction is important as it represent the degree to which flight crew feel positively or negatively about their job. There are many studies conducted to show the level of working satisfaction. However, not many studies have clearly demonstrated and discussed the quality of work life as a flight crew working in aviation industry. Therefore, this study aims to highlight the quality of work life as a flight crew working in aviation industry. All data from books, journal and articles were analysed. The result revealed that the job meaningfulness factor has the greatest impact on job satisfaction among flight crew working with commercial airlines in aviation industry. On the other hand, the lowest satisfied aspect among flight crew is related to reward and fairness aspect.

Work Engagement Among Public Employees: Antecedents and Consequences

This study is an investigation of the relationships among job meaningfulness, work engagement, and performance, including testing for a possible mediation effect of work engagement on the relationship between job meaningfulness and performance. We examine task interdependence as a boundary condition that facilitates employee engagement using two-stage multiple-source respondent data drawn from a sample of 183 Uzbek employees from public organizations and their 47 supervisors to test the hypotheses. The research findings confirm a positive association between job meaningfulness and engagement and the relationship between work engagement and performance. Mediation analysis using bootstrapping indicated that work engagement explained the influence of meaningfulness on performance. Furthermore, task interdependence negatively moderated the relationship between meaningfulness and engagement. This study responds to calls for researchers to identify the key and situational drivers of work engagement as well as examine the importance of meaningfulness in the public sector. It also increases the external validity of the findings by examining the relationship between engagement and performance in a non-Western context, namely, Islamic Uzbekistan. Despite the limitations of this research, the empirical findings contribute to the growing body of research on work engagement and meaningfulness in public organizations.

Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis

PurposeGuided by social exchange, broaden and build and conservation of resources theoretical perspectives, this study explores the moderated mediating role of supervisory support (SS) on the relationship between job meaningfulness (JM) on job performance (JP) through employee engagement (EE).Design/methodology/approachField data were collected from two hundred and nineteen executives and their thirty-eight supervisors of a large paint manufacturing industry through a time-lagged research design and was analyzed with partial least squares based structural equation modeling.FindingsFindings of this study indicate that JM mediated by EE contributes to JP, which means if an employee finds one's job meaningful, she/he is likely to be more engaged emotionally, psychologically and cognitively to deliver better JP. SS is also found to be salient as it moderates both direct and indirect relationships between JM and JP through EE.Research limitations/implicationsGeneralizability of the findings of this study should be done with caution. Though the study has time-laggard data from two different sources but missing longitudinal data restricts causality of relationships/findings.Practical implicationsThese findings are relevant for organizations given that organizational leaders can create a context, by appropriate job design and engaging work context that motivates employees to perform better in their jobs. Insights of this study will be useful for organizations to curate meaningful jobs for their employees and also groom leaders with requisite skills and competencies to help subordinates perform up to their potential.Originality/valueThis study is an attempt toward a better understanding of the interplay of JM, work engagement and SS on JP in a manufacturing set-up in India, which has not been hitherto examined in Indian context.

The importance of meaningful work: how transformational leadership improves job performance by enhancing job meaningfulness

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Exploring the link between transformation leadership and job performance, the study finds that when job characteristics are low, transformational leaders support employees in finding and creating meaningfulness, improving employee performance. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Bright side of narcissism: elevated ownership and initiative

Purpose A plethora of organizational studies have found employee narcissism to be an unfavorable trait that impedes job functioning. Yet, the elevated confidence and self-assuredness associated with the narcissistic personality can also drive individuals to show initiative behavior. This paper aims to investigate how and when employees with narcissistic personalities can potentially contribute positively to effective functioning. Design/methodology/approach Data were collected from 91 supervisors and 273 subordinates in a corporate setting in central China. To account for the nesting effects, multilevel path analysis was conducted to test the hypotheses. Findings Employee narcissism is positively related to psychological ownership, which in turn is positively related to initiative behavior in the workplace. Furthermore, job meaningfulness moderates the indirect effect of employee narcissism on initiative behavior through psychological ownership. Specifically, the indirect effect is more salient when the employee perceives higher, rather than lower, job meaningfulness. Originality/value This study examines how employees with narcissistic personalities can show initiative at work. Specifically, this research uncovers the underlying psychological mechanism as well as the boundary condition that facilitate this process. This study affirms the importance of self-determination for narcissistic employees and sheds light on how these employees can potentially contribute positively to effective functioning. Insights for theory, practice and future research are also discussed.

The link between transformational leadership and work-related performance: moderated-mediating roles of meaningfulness and job characteristics

PurposeBased on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.Design/methodology/approachBased on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.FindingsUnderstanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.Originality/valueThis study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.