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Elshaer IA, Azazz AMS, Kooli C, Alshebami AS, Zeina MMA, Fayyad S. Environmentally Specific Servant Leadership and Brand Citizenship Behavior: The Role of Green-Crafting Behavior and Employee-Perceived Meaningful Work. Eur J Investig Health Psychol Educ 2023; 13:1097-1116. [PMID: 37366787 DOI: 10.3390/ejihpe13060083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/16/2023] [Revised: 06/13/2023] [Accepted: 06/16/2023] [Indexed: 06/28/2023] Open
Abstract
Sustainability and environmental concerns have become increasingly important in the business world, with organizations seeking to integrate sustainable practices and enhance their brand citizenship behavior. Servant leadership that is focused on the environment is a type of leadership approach that gives prominence to preserving and promoting environmental sustainability. This study aims to examine the impact of environmentally specific servant leadership on brand citizenship behavior, with a focus on the mediating roles of green-crafting behavior and employee-identified meaningful work. Drawing on data from a survey of 319 employees working in hotels, this study conducted partial least square-structural equation modeling (PLS-SEM) to test a dual-moderated mediation model to explore the direct and indirect effects of environmentally specific servant leadership on brand citizenship behavior. The results of this study reveal that environmentally specific servant leadership has a significant and positive impact on green-crafting behavior and employee meaningful work. Moreover, green-crafting behavior and employee-perceived meaningful work both mediate the link between environmentally specific servant leadership and brand citizenship behavior. Specifically, green-crafting behavior acts as a mediator between environmentally specific servant leadership and employee-perceived meaningful work, while employee-perceived meaningful work mediates the link between green-crafting behavior and brand citizenship behavior. These findings have important implications for managers and organizations that seek to enhance their sustainability and brand citizenship behavior. Specifically, this study highlights the critical role of environmentally specific servant leadership (ESSL) in promoting green-crafting behavior and employee-perceived meaningful work, which in turn influence brand citizenship behavior. Therefore, organizations can improve their brand citizenship performance by developing ESSL behaviors and practices that foster green-crafting behavior and employee-perceived meaningful work.
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Affiliation(s)
- Ibrahim A Elshaer
- Department of Management, College of Business Administration, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
| | - Alaa M S Azazz
- Department of Tourism and Hospitality, Arts College, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
| | - Chokri Kooli
- The Telfer School of Management, The University of Ottawa, 75 Laurier Avenue East, Ottawa, ON K1N 6N5, Canada
| | | | - Mohammad M A Zeina
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
| | - Sameh Fayyad
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
- Hotel Management Department, Faculty of Tourism and Hotels, October 6 University, Giza 12573, Egypt
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COVID-19 Disruption and Meaningful Work: The Mediating Role of Family–Work Conflict. ADMINISTRATIVE SCIENCES 2023. [DOI: 10.3390/admsci13030087] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/18/2023] Open
Abstract
Work overload and the alteration in family dynamics caused by the COVID-19 pandemic crisis may be increasing family–work conflict, leading to the consequent decrease in meaningful work. Using the structural equation modeling of covariance, this research determines the impact of the pandemic disruption on meaningful work as mediated through family–work conflict. The sample comes from 534 men and 257 women that are full-time employees of seven public manufacturing companies in Bolivia; they were surveyed by filling out a self-report questionnaire at the companies’ locations. Although no significant direct effects were found between COVID-19 disruption and meaningful work (standardized beta = 0.038, Z = 0.756, p = 0.450), there is an indirect effect when the relationship is measured through the family–work life conflict variable (standardized beta = −0.138, Z = −6.119, p < 0.001). Implications for business management are discussed.
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COVID-19 pandemic disruptions to working lives: A multilevel examination of impacts across career stages. JOURNAL OF VOCATIONAL BEHAVIOR 2022; 138:103768. [PMID: 35999896 PMCID: PMC9388277 DOI: 10.1016/j.jvb.2022.103768] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/29/2021] [Revised: 05/16/2022] [Accepted: 08/16/2022] [Indexed: 11/22/2022]
Abstract
Since early 2020 the COVID-19 pandemic disrupted societies worldwide. As we moved from expecting the closure of society to be a short-term one to experiencing it as a longer-term phenomenon, we lacked understanding about how the pandemic has affected the working lives and wellbeing of employees in different life and career stages. Drawing from lifespan development approaches and Job Demands-Resources (JD-R), we considered the effect this profound disruption had on stress, burnout, and job satisfaction across career stages over time. We took a multi-level approach to the analysis of three waves of data. Disruptions were a predictor of stress and negatively affected disengagement and job satisfaction over time. We found differences in the ways in which people in different career stages reacted to these disruptions and adjusted over time. Job autonomy positively influenced wellbeing over time, however POS contributed to growth in burnout disengagement and exhaustion and lower job satisfaction over time. We discuss the implications of our findings for workplaces managing in the aftermath of external shocks going forward.
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