Supervisor developmental feedback and employee performance: The roles of feedback-seeking and political skill

Employees' behavioural action towards corporate environmental performance: The moderating effect of moral reflectiveness

The evolution of the hotel industry's corporate environmental performance cannot be realized without employees acting in an environmentally friendly manner, such as low carbon behaviour. However, a thorough analysis of the factors influencing employees' low-carbon behaviour and hotels' corporate environmental performance has not yet been done. To overcome this literature gap and envision the social identity theory, this study evaluated how employees' green self-efficacy, environmental awareness, and perceived corporate environmental responsibility facilitate staff low carbon behaviour. Also, the study explored the moderation role of employees' moral reflectiveness. Through a purposive sampling technique, data was collected from 455 employees in the hotel industry in South Africa. The partial least squares structural equation model method examined the proposed hypothesis. The empirical findings revealed that: (1) employees' green self-efficacy, environmental awareness, and perceived corporate environmental responsibility positively influence their low carbon behaviour. (2) Employees' low carbon behaviour directly and positively affected hotels' corporate environmental performance. (3) The outcome supported the moderation effect of employees' moral reflectiveness on the linkage between green self-efficacy and low-carbon behaviour. The practical and theoretical implications are discussed. The limitations and areas of future research are further outlined.

Leader's Machiavellianism and employees' counterproductive work behavior: testing a moderated mediation model

Counterproductive work behavior wastes organizational resources and significantly damages organizational development. The importance of employees' counterproductive work behaviors in organizations is becoming increasingly obvious. This is directly related to the sustainable development and survival of organizations. This study believes that employee's behavior is closely related to leadership style. In particular, employees' in small- and medium-sized enterprises are often manipulated and deceived by leaders, resulting in dissatisfaction and counterproductive work behavior. In order to address this behavior, this study collected survey data from 289 employees from Chinese SMEs to explore the relationship between perceived abusive supervision and organizational political behavior in Machiavellian leadership and counterproductive work behavior. The results suggest that Machiavellian positive influence counterproductive work behavior through a mediating role of perceived abusive supervision. Furthermore, leader organizational political behavior moderates the indirect effect of perceived abusive supervision such that the effect is stronger when leader organizational political behavior is high. This study aimed to identify the variables that increase employees counterproductive work behavior, propose recommendations for reducing employees' counterproductive work behavior, expanded the scope of counterproductive work behavior research, and provided a theoretical basis for related studies.

The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model

Performance appraisal, as a powerful tool for human resource management, has become an important driving force for organizations to achieve sustainability. However, only when employees believe that a performance appraisal is fair can an organization’s performance appraisal truly work and have a positive impact on employees. Hence, based on social exchange theory and social identity theory, we theorized and validated a dual path model to explore the influence of performance appraisal justice on employee job performance through work engagement and organizational identification. Survey data from 404 Chinese employees and their direct supervisors in high-tech enterprises were analyzed using multiple regression and structural equation modeling. Results indicate that performance appraisal justice of employees has a positive impact on their work engagement, organizational identification, and job performance. In addition, both work engagement and organizational identification of employees partly mediated the relationship between performance appraisal justice and their job performance. Our conclusions mean that when employees perceive justice in organizational performance appraisals, they will actively engage in their daily work and truly identify with their organizations, thus improving job performance, which is conducive to the sustainable development of organizations. The limitations and implications for future research and practice are also discussed.

Effect of boxers' social support on mental fatigue: Chain mediating effects of coach leadership behaviors and psychological resilience

BACKGROUND

Athletic fatigue is an inescapable issue in competitive sports. It belongs to a physiological response that is triggered when competitive athletes are trained to a critical point.

OBJECTIVE

The study aims to explore the relationships involving boxers' social support, mental fatigue, coach leadership behaviors and psychological resilience.

METHODS

1050 boxers were selected in several provinces across China and investigated on the basis of the Social Support Questionnaire for Athletes, Mental Fatigue Scale, Psychological Resilience Scale, and Leadership Scale for Sport.

RESULTS

Boxers' social support was negatively correlated with mental fatigue and psychological resilience, while it was positively correlated with coach leadership behaviors. Apart from direct effects on mental fatigue, other impacts are imposed by boxers' social support via mediating effects such as coach leadership behaviors and psychological resilience. The total effect value was -0.18, the direct effect value was -0.08, and the indirect effect value was -0.12; furthermore, coach leadership behaviors and psychological resilience play a mediating role, accounting for 65.57% of the total.

CONCLUSION

In order to alleviate the stress from intense competitive training and abate mental fatigue, competitive athletes may be encouraged in subsequent training to seek all-sided social support for social interpersonal relationships. While clarifying the mechanism how the external environment affects individuals, this paper explains the principle of social support on athletes' psychological fatigue and identifies mutual influences between coaches and athletes.

Performance Feedback, Goal Clarity, and Public Employees’ Performance in Public Organizations

Scholars have emphasized the importance of supervisory feedback in improving individual performance. Subordinates benefit from clear communication of organizational goals and expected behaviors of employees, which are linked to the improvement of individual performance and organizational effectiveness. We examine the dynamic relationship between feedback on performance and individual performance, which is mediated by performance goal clarity. Given the potential influence of contextual factors on the relationship, we also test the moderation effect of autonomy on the relationship between performance goal clarity and individual performance. The data collected from the local government workforce in Korea were analyzed through structural equation modeling. The findings show that performance feedback is significantly and positively related to individual performance, mediated by performance goal clarity. In addition, the mediation effect of performance goal clarity was positively moderated by autonomy. The results imply that performance feedback can contribute to the improvement of individual performance by helping employees clearly understand the performance goals they need to accomplish. The higher levels of autonomy may promote the positive link between a clear understanding of performance goals and individual performance.