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Zhu Y, Obeng AF, Azinga SA. Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction. CURRENT PSYCHOLOGY 2023; 43:1-17. [PMID: 36819753 PMCID: PMC9918823 DOI: 10.1007/s12144-023-04326-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2022] [Revised: 01/23/2023] [Accepted: 01/24/2023] [Indexed: 02/13/2023]
Abstract
While emerging studies pay much attention to the supervisory support-employee performance relationship, the supportive supervisor consequences on employees' attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees' helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees' helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees' loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees' helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3-5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees' helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees' helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees' helping behavior. However, failed to moderate social and affective engagement relationships with employees' helping behaviors.
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Affiliation(s)
- Yongyue Zhu
- School of Management, Jiangsu University, Zhenjiang, China
| | | | - Samuel Awini Azinga
- Department of Human Resource and Organizational Development, School of Business, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
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Abdullah MR, Wider W. The moderating effect of self-efficacy on supervisory support and organizational citizenship behavior. Front Psychol 2022; 13:961270. [PMID: 36204762 PMCID: PMC9531654 DOI: 10.3389/fpsyg.2022.961270] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/04/2022] [Accepted: 08/08/2022] [Indexed: 11/13/2022] Open
Abstract
The study aims to examine the moderating effect of self-efficacy on supervisory support and organizational citizenship behavior (OCB). An individual’s self-efficacy is defined as their belief in their own ability to successfully complete a goal or task, which influences their motivation, persistence, and decision-making. This study is based on the Conservation of Resource Theory, which holds that personal resources such as self-efficacy can influence employees’ perceived support and extra-role behavior (OCB). The data were collected from 618 employees in four public sector organizations in Putrajaya, Malaysia through a questionnaire survey and analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. Resultantly, supervisory support demonstrated a significant positive relationship with OCB. The results suggested that personal resources, such as self-efficacy increase the level of OCB with lower or higher perceived supervisory support. The results highlighted that self-efficacy strengthens supervisory support relations with OCB when supported by employees’ self-belief and confidence. It is critical to investigate the role of self-efficacy because industries must constantly change, and employees must have self-efficacy resources to continuously improve and sustain their performance level. The findings can contribute to the literature and open new avenues for future research.
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Singh S, Randhawa G. Good soldier syndrome. Do organizational cynicism and work alienation matter? EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2022. [DOI: 10.1108/ebhrm-01-2021-0004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study is to examine the impact of organizational cynicism (OCyn) on organizational citizenship behavior (OCB) among bank employees with a focus on the role of work alienation (WA) as a potential mediator.Design/methodology/approachUsing standardized questionnaire, data were collected from 381 employees working in the banking sector of Punjab, a northern state of India. Statistical techniques such as hierarchical multiple regression and confirmatory factor analysis along with PROCESS macro were used for data analysis.FindingsResults reveal that OCyn has a significant negative effect on OCB. Further, WA is found to be significantly partially mediating the relationship between the aforementioned constructs.Research limitations/implicationsThis study pertains to a single sector i.e., banking sector restricting the generalizability to other industrial and vocational settings. Further, it may be difficult to draw any causal inferences as the research design adopted for this study is cross-sectional in nature.Practical implicationsIn order to promote OCBs among bank employees, the formation of negative workplace attitudes such as OCyn and WA needs to be regulated. This can be achieved through improving communications network, encouraging participative decision-making activities, conducting psychological counseling and stress management training sessions.Originality/valueThis study is one of the scarce empirical research works that have substantiated the direct impact along with the indirect impact of OCyn (through work alienation) on OCB among bank employees.
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Mittal E, Kaur N. Articulation of employee retention through supervisory support: A serial-mediation investigation. HUMAN SYSTEMS MANAGEMENT 2022. [DOI: 10.3233/hsm-211560] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: Supervisory support enhances employee retention and also improves the psychological empowerment of employees and generates organizational citizenship behavior. Employees feel more optimistic as they get the necessary support and adequate resources to perform their duties efficiently. Hence, empowered employees are more likely to stay in the organization for a more extended period. Similarly, employees receiving high supervisory support may exhibit a higher level of OCB that will ultimately lower the turnover rate and elevate employee retention. OBJECTIVE: This study aims to analyze the mechanism to enhance employee retention (ER) through supervisory support (SS). The study also examines the indirect influence through the serial mediation of psychological empowerment (PE) and organizational citizenship behaviour (OCB). METHODS: The serial mediation approach was used to test the proposed model of the study. The data was collected through a self-administered structured questionnaire filled by 428 banking employees of North India. The model hypotheses of serial mediation were tested by applying Hayes PROCESS Model 6. RESULTS/CONCLUSION: The relationship between SS and ER of banking employees through serial mediation of PE and OCB was unprecedented. The results reveal that supervisory support positively contributes to enhance employee retention among private sector banking employees. Additionally, the study has outlined that PE and OCB play noticeable mediation roles for employees to stay in the organization. Implications are also discussed.
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Affiliation(s)
- Ella Mittal
- Department of Basic & Applied Sciences, Punjabi University, Patiala, Punjab, India
| | - Navneet Kaur
- School of Applied Management, Punjabi University, Patiala, Punjab, India
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Kumar SP, Saha S, Anand A. A green human resource management approach of participation in decision-making and behavioural outcomes – a moderated mediated model. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-09-2021-2954] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC).
Design/methodology/approach
Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses.
Findings
The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise.
Originality/value
The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units.
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Kaur R, Randhawa G. Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role? EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2021. [DOI: 10.1108/ebhrm-12-2019-0118] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.
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Aftab N, Ali Shah SA, Khan Z. The moderating effect of gender on the relationship between organizational commitment and organizational citizenship behavior in Pakistani university teachers. COGENT PSYCHOLOGY 2021. [DOI: 10.1080/23311908.2020.1860480] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022] Open
Affiliation(s)
- Noman Aftab
- Department of Psychology, University of Wah, Wah Cantt, Pakistan
| | | | - Zeba Khan
- Department of Social Sciences, Pamir University, Afghanistan, Afghanistan
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Wu S, Zhou S, Yu X, Chen W, Zheng W, Huang M, Zhang H, Li X, Fang G, Zhao X, Zhang K. Association Between Social Support and Job Satisfaction Among Mainland Chinese Ethnic Minority Kindergarten Teachers: The Mediation of Self-Efficacy and Work Engagement. Front Psychol 2020; 11:581397. [PMID: 33250821 PMCID: PMC7674928 DOI: 10.3389/fpsyg.2020.581397] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2020] [Accepted: 10/13/2020] [Indexed: 11/13/2022] Open
Abstract
Grounded on the social exchange theory (SET), social cognitive theory (SCT), and self-determination theory (SDT), this study aims to explore the mediating role of self-efficacy (SE) and work engagement (WE) on the effect of social support (SS) on job satisfaction (JS) among Chinese ethnic minority kindergarten teachers (KTs). The results show that: (1) SS has a directly significant effect on JS; (2) WE mediates the relationship between SS and JS; and (3) SE mediates the relationship between SS and WE. Although the mediation of SE on the relationship between SS and JS is not found, the posited multiple mediations of SE and WE on the relationship between SS and JS are totally accepted. The results reveal that SS mainland Chinese ethnic minority KTs received can not only have a direct effect on JS but also have an indirect impact through the one-path mediating role of WE and the chain mediating role of SE and WE. The results suggest that governments, supervisors, and sponsors should work together to provide ethnic minority KTs with more prioritized SS from both cultural psychology and financial material and opportunities for facilitating professional knowledge and skills in order to enhance their SE, inspire their WE, and eventually accumulate their JS.
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Affiliation(s)
- Shiyong Wu
- South China Vocational Education Research Center, South China Normal University, Guangzhou, China
| | - Shuyi Zhou
- South China Vocational Education Research Center, South China Normal University, Guangzhou, China
| | - Xiaoyan Yu
- School of Education, South China Normal University, Guangzhou, China
| | - Wei Chen
- School of Education, Huizhou University, Huizhou, China
| | - Wen Zheng
- School of Education, Huizhou University, Huizhou, China
| | - Mingxi Huang
- School of Education, South China Normal University, Guangzhou, China
| | - Hongbao Zhang
- Office of Humanities and Social Science, South China Normal University, Guangzhou, China
| | - Xiujuan Li
- Office of Humanities and Social Science, South China Normal University, Guangzhou, China
| | - Guangbao Fang
- Faculty of Education, Monash University, Melbourne, VIC, Australia
| | | | - Kai Zhang
- College of Education, Huaibei Normal University, Huaibei, China
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Gahlawat N, Kundu SC. Unravelling the Relationship Between High-involvement Work Practices and Organizational Citizenship Behaviour: A Sequential Mediation Approach. SOUTH ASIAN JOURNAL OF HUMAN RESOURCES MANAGEMENT 2020. [DOI: 10.1177/2322093720932071] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Using primary data from 575 employees of 209 organizations, the current study progresses the research between high-involvement work practices (HIWP) and organizational citizenship behaviour (OCB) in the Indian context. The results have revealed that the employees’ perceptions of HIWP including contingent appraisal and compensation, extensive training, self-managed teams, flexible work arrangements and empowerment result in enhanced work motivation (WM), improved job satisfaction (JS), heightened organizational commitment and higher degree of engagement in citizenship behaviour among employees. With establishment of a multi-step partial mediation model, the findings further reveal that the relationship between HIWP and OCB is individually and serially mediated by WM, JS and affective commitment (AC). The implications of these results for theory and practice of progressive HR practices in the Indian context are discussed.
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Affiliation(s)
- Neha Gahlawat
- Department of Human Resources, ICFAI Business School (IBS), ICFAI Foundation of Higher Education (IFHE) University, Hyderabad, India
| | - Subhash C. Kundu
- Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, India
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Srivastava S, Agrawal S. Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2020. [DOI: 10.1108/jocm-02-2020-0063] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.
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Hussain M, Khan MS. Organizational justice and turnover intentions: probing the Pakistani print media sector. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2019. [DOI: 10.1108/ebhrm-04-2018-0030] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeTo survive in this competitive era of modern business environment, organizations have to constantly develop, adapt and react to new challenges. Therefore, it is critical for organizations to create a sense of justice and involve their employees in business activities; thereby achieving the organization’s strategic goals. The purpose of this paper is to investigate the impact of organizational justice (OJ) on job turnover behavior of employees within the print media sector of Pakistan.Design/methodology/approachThe study employs a quantitative methodology. It uses a sample of 402 employees from the newspaper industry to test hypotheses using regression analysis.FindingsResults indicate that perceived distributive justice, procedural justice and informational justice have a negative relationship with turnover intentions of employees (as hypothesized) whereas; interpersonal justice did not result in a significant relationship.Originality/valueThe present study is one of the first within a Pakistani context in print media sector, aiming to examine the relationship of OJ (addressing all of its dimensions) and “intentions to leave the organization.”
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Dhamija P, Gupta S, Bag S. Measuring of job satisfaction: the use of quality of work life factors. BENCHMARKING-AN INTERNATIONAL JOURNAL 2019. [DOI: 10.1108/bij-06-2018-0155] [Citation(s) in RCA: 39] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Banking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.
Design/methodology/approach
This study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) and χ2 statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.
Findings
The results of the study show the presence of variance (R2 61.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.
Research limitations/implications
The opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.
Practical implications
A planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.
Originality/value
The paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.
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Andrade MS, Westover JH. Generational differences in work quality characteristics and job satisfaction. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2018. [DOI: 10.1108/ebhrm-03-2018-0020] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is twofold: first, to determine if job satisfaction increases with age, and if this is consistent across countries; and second, if individuals belonging to the same age cohort, who experience similar life conditions and events and have been posited to share common attitudes and behaviors, differ in terms of job satisfaction, and if this difference is comparable across countries.
Design/methodology/approach
The study provides a comparative analysis of the impact of age and generational differences on job satisfaction globally, based on non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015).
Findings
Age has a positive statistically significant impact on job satisfaction (e.g. the older you get, the more satisfied you are with your job). However, the same analysis with each specific age cohort indicates that age is only statistically significant with the baby boomers. Statistically significant cross-generational differences exist in the levels of job satisfaction across generations and cross-generational differences in the determinants of job satisfaction. Most differences are seen between the silent generation and the other three age cohorts.
Originality/value
Previous comparative studies have found that job satisfaction across generations, even within the same or similar countries, shows little variation. Research measuring the relationship between age and job satisfaction indicates three key contradictory findings – satisfaction increases with age, decreases with age, or no relationship exists. The current large-scale, global study updates and extends previous research by exploring similarities and differences in job satisfaction and work quality characteristics by age cohort, with a global sample.
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Gupta M, Ravindranath S, Kumar Y. Voicing concerns for greater engagement. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2018. [DOI: 10.1108/ebhrm-12-2016-0034] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Scholars argue that supervisor’s job insecurity may affect subordinates’ work engagement. Moreover, this relationship may be mediated by subordinates’ pro-social voice and the relationship between the supervisor’s job insecurity and subordinates’ pro-social voice may be moderated by organizational culture. Therefore, the purpose of this paper is twofold. First, to examine the mediating role of the subordinate’s pro-social voice between supervisor’s job insecurity and subordinates’ work engagement. Second, to test the moderating role of organizational culture between supervisor’s job insecurity and the subordinates’ pro-social voice.
Design/methodology/approach
Data were gathered from employees of a large hospital in India using face-to-face data cross-sectional survey method. To test the proposed hypotheses, ordinary least squares regression analysis was performed on the data obtained.
Findings
The results indicated support for the proposed model in two ways. First, the subordinate’s pro-social voice mediated the relationship between supervisor’s job insecurity and the subordinate’s work engagement. Second, organizational culture acted as a moderator between supervisor’s job insecurity and the subordinate’s pro-social voice.
Research limitations/implications
The results augment social exchange theory by identifying the crucial role that voicing concerns plays in reducing the negative impact of supervisor’s job insecurity on the subordinates’ work engagement.
Practical implications
The study findings encourage managers to create an organizational culture that allows the subordinates to challenge their supervisor’s decisions.
Originality/value
To the best of the researchers’ knowledge, this is the first study to test job insecurity of the supervisors instead of the same respondents as a predictor of pro-social voice.
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Yadav M, Naim MF. Searching for quality in the Quality of work life: an Indian power sector perspective. INDUSTRIAL AND COMMERCIAL TRAINING 2017. [DOI: 10.1108/ict-01-2017-0003] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in the Indian power sector.
Design/methodology/approach
QWL measured with seven dimensions was validated with CFA, and the χ2 difference test based on the Bonferroni method (Simes, 1986) was used for discriminant validity. Individual processes were analyzed with correlation analysis and ANOVA. The influencers of QWL in three processes were compared with standardized coefficients and model fit indices.
Findings
Freedom from work-related stress, salary, relationship with work colleagues, job security and communication and job satisfaction positively influenced QWL. Supervisor support was not found to influence QWL, while job involvement was found to negatively influence QWL.
Research limitations/implications
The scope of this study is limited to India, however, and results may not generalize to other countries. Hence, future studies should replicate the study in power sector or allied manufacturing sector in different cultural settings. Another limitation lies in its relatively small sample size; therefore, generalizability of the results may be restricted.
Practical implications
The findings provide useful information to assist HR managers in improving the QWL among Indian power sector employees.
Originality/value
The study is one of the first studies to date to empirically examine the QWL among Indian power sector employees.
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Workplace Flexibility Dimensions as Enablers of Organizational Citizenship Behavior. ACTA ACUST UNITED AC 2016. [DOI: 10.1007/s40171-015-0117-x] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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