1
|
Sekhar C, Patwardhan M. Flexible working arrangement and job performance: the mediating role of supervisor support. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/ijppm-07-2020-0396] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.
Design/methodology/approach
To test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.
Findings
The supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.
Research limitations/implications
The research is confined to India's service industries settings only.
Practical implications
Service firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.
Originality/value
The study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.
Collapse
|
2
|
Does mindfulness enhance the beneficial outcomes that accrue to employees with proactive personalities? CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-018-9995-3] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|
3
|
How Can Travel Agencies Create Sustainable Competitive Advantages? Perspective on Employee Role Stress and Initiative Behavior. SUSTAINABILITY 2020. [DOI: 10.3390/su12114557] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In this study, we aimed to explore the importance of the roles of stress and organizational citizenship behavior toward market orientation in travel agencies from the perspective of organizational culture, and to provide practical suggestions for travel agencies’ human resources. We focused on investigating the relationship among market orientation, competitor orientation, and inter-functional coordination, role stress, conflict, ambiguity, and inter-enterprise organizational citizenship behavior. Under an enterprise strategy, the employee behavior model uses role stress and organizational citizenship behavior. Partial least squares (PLS) modelling was used to investigate the hypotheses in this research. We found that travel agency employees who focus on market-oriented strategy are able to reduce stress and promote the growth of organizational citizenship behavior within the enterprise. The results showed that reducing role ambiguity has no significant impact on organizational citizenship behavior. Adopting an accurate management strategy will reduce employee role stress and promote organizational citizenship behavior, thereby constructing a positive organizational culture and continuously creating competitive advantages, providing a strategy for the sustainable development of travel agencies.
Collapse
|
4
|
Saleem MA, Yaseen A, Zahra S. Predictors of Organizational Commitment in Public Sector Hospitals of Pakistan—A Moderated Mediation Study. JOURNAL OF HEALTH MANAGEMENT 2018. [DOI: 10.1177/0972063418763656] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
Abstract
Organizational commitment, a psychological construction of responsibility towards the mission, is a mounting challenge in the healthcare sector of developing countries. The study aims at examining the factors including organizational cronyism, organizational politics, and informational justice and their moderated mediation relationships affecting employees’ perception of their job and improving their commitment towards their work in hospitals. A total of 496 medical house officers and post-graduate residents from public sector hospitals in Pakistan participated in this study. Structural equation modeling was employed to examine the structural model and the measurement model for the constructs. Findings of this study revealed the significant positive effects of organizational politics, supervisor support, organizational cronyism and cynicism on reducing the level of commitment, however, informational justice appeared insignificant. The moderating role of Guanxi network appeared significant in decreasing the impact of counterproductive practices on a high level of commitment. The study concluded with explaining the underlying mechanism of organizational commitment in the service industry with a special focus on the health sector in Pakistan.
Collapse
Affiliation(s)
- Muhammad Abid Saleem
- College of Business Law and Governance (CBLG), James Cook University (JCU), Townsville, Australia
| | - Asif Yaseen
- ARC Industrial Transformation Training Center, University of Queensland, Australia
| | - Sadaf Zahra
- National University of Modern Languages (NUML), Pakistan
| |
Collapse
|
5
|
Liu D, Chen XP, Holley E. Help yourself by helping others: The joint impact of group member organizational citizenship behaviors and group cohesiveness on group member objective task performance change. PERSONNEL PSYCHOLOGY 2017. [DOI: 10.1111/peps.12209] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
|
6
|
Chen SL. The relationship of leader psychological capital and follower psychological capital, job engagement and job performance: a multilevel mediating perspective. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2015. [DOI: 10.1080/09585192.2015.1020443] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
|
7
|
Gilbert GR, Myrtle RC, Sohi RS. Relational Behavior of Leaders. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2014. [DOI: 10.1177/1548051814548278] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Organizational researchers widely acknowledge that positive relational behavior is associated with leadership effectiveness. In this exploratory study, we seek to extend previous research examining contextual factors that influence leadership style based on the characteristics of person–vocation fit. Using information derived from a 360° assessment that included one’s top managers, peers, and subordinates ( N = 934), we find that leaders working in settings that attract Holland’s Social (S) types demonstrate more positive relational behavior than those who work in Realistic (R) type work settings. Our research also indicates that the relationship between leadership style and perceived effectiveness varies based on the work interests shared by individuals who are attracted to different vocational settings. One style of leadership does not fit all work contexts, and the person–vocation fit framework can help explain what comprises effective leadership style in different contexts.
Collapse
|
8
|
Munyon TP, Summers JK, Thompson KM, Ferris GR. Political Skill and Work Outcomes: A Theoretical Extension, Meta-Analytic Investigation, and Agenda for the Future. PERSONNEL PSYCHOLOGY 2014. [DOI: 10.1111/peps.12066] [Citation(s) in RCA: 162] [Impact Index Per Article: 16.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
|
9
|
Yap M, Holmes MR, Hannan C, Cukier W. The relationship between diversity training, organizational commitment, and career satisfaction. ACTA ACUST UNITED AC 2010. [DOI: 10.1108/03090591011061202] [Citation(s) in RCA: 28] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
|
10
|
Beyond the digital divide: policy analysis for knowledge societies. JOURNAL OF KNOWLEDGE MANAGEMENT 2009. [DOI: 10.1108/13673270910988178] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
|
11
|
Yang YS. Study on the management of brain drain. JOURNAL OF INFORMATION & OPTIMIZATION SCIENCES 2008. [DOI: 10.1080/02522667.2008.10699790] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
|