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Leader humility and team effectiveness: a moderated mediation model of leader-member exchange and employee satisfaction 领导谦逊与团队效能:领导成员交流与员工满意度的调节中介模型
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-04-01 DOI: 10.1108/ebhrm-06-2021-0119
Aarif Mohd Sheikh
PurposeThis research study examines the impact of leader humility (LH) on team effectiveness (TE) via the mediating mechanism of leader-member exchange (LMX). It also proposes employee satisfaction (ES) as a moderating variable in the relationship between LH and TE.Design/methodology/approachThis study examines relationships among the study variables in the Indian context, using a sample of 589 employees serving the banking sector in Jammu and Kashmir, India. The data analysis was carried out via confirmatory factor analysis and structural equation modeling.FindingsThe results showed a significant positive influence of LH on TE. The results also posit a partial mediating effect of LMX on LH and TE interplay, and ES acts as a moderator between LH and TE. Thus, the results supported the hypothesized moderated mediation model and suggested implications for theory and practice. Further, the potential limitations and future directions are placed at the end.Research limitations/implicationsOrganizational implications include that organizations should develop attractive organizational mechanisms to ensure better LMX and ES for enhancing employee effectiveness. Besides, organizations should attract and retain effective and humble leaders; and leaders should use humble attitude and behavior in dealing with employees, eventually ensuring higher TE.Originality/valueThis study tested LMX and job satisfaction as intervening variables in the relationship between LH and TE in the Indian context; the framework under context has received scarce research attention. The results suggest that organizations that focus on producing humble leaders succeed in enhancing and maintaining higher organizational effectiveness.
目的本研究通过领导-成员交换(LMX)的中介机制,探讨领导者谦逊对团队有效性的影响。本文还提出了员工满意度作为LH和TE之间关系的调节变量。设计/方法/方法本研究考察了印度背景下研究变量之间的关系,使用了印度查谟和克什米尔银行业服务的589名员工的样本。数据分析采用验证性因子分析和结构方程建模。结果显示LH对TE有显著的正向影响。结果还假设LMX对LH和TE的相互作用有部分中介作用,而ES在LH和TE之间起调节作用。因此,结果支持了假设的有调节中介模型,并提出了理论和实践意义。此外,潜在的限制和未来的方向放在最后。研究局限/启示组织启示包括组织应该发展有吸引力的组织机制,以确保更好的LMX和ES,以提高员工的效率。此外,组织应该吸引和留住高效和谦逊的领导者;领导者应该用谦逊的态度和行为对待员工,最终确保更高的TE。原创性/价值本研究在印度背景下检验了LMX和工作满意度作为干预变量在LH和TE之间的关系;语境下的框架研究很少受到关注。研究结果表明,专注于培养谦逊领导者的组织在提高和保持更高的组织效率方面取得了成功。
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引用次数: 1
Assessing the moderating role of organizational culture in the relationship between organizational leadership and organizational efficiency in the banking sector 评估组织文化在银行部门组织领导与组织效率关系中的调节作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-03-18 DOI: 10.1108/ebhrm-07-2021-0143
Francisca Omama Koranteng, Faisal Iddris, Gabriel Dwomoh
PurposeThis study aims to explore the moderating role of organizational culture in the relationship between organizational leadership and organizational culture in the banking sector.Design/methodology/approachThe sample comprised of 331 full-time bank employees in the Ashanti region of Ghana. The reliability and validity of the data were tested using confirmatory factor analysis, with structural equation modeling as the main means of analysis, run using SMART-PLS in the data analysis.FindingsThe study concluded that all four leadership styles (transformational, transactional, servant and sustainable leadership styles) had a positive effect on banks' efficiency. Organizational culture also had a direct positive effect on banks' efficiency in Ghana. The study concludes that organizational culture positively moderated the relationship between organizational leadership and organizational efficiency in the banking industry. This implies organizational culture strengthens the relationship between organizational leadership and organizational efficiency in the banking industry.Research limitations/implications– A limitation of this study was to consider organizational culture as a composite variable, instead of considering the effects of the individual dimensions (clan culture, adhocracy culture, hierarchy culture and market culture). Although using the composite variable was not theoretically wrong, each of the four dimensions had unique characteristics and may influence organizational outcomes differently, and should have been considered.Practical implicationsTo achieve strategic organizational outcomes, leaders are to comprehend the various leaderships styles and how they could be transformed to influence organizational outcomes.Originality/valuePast studies have paid limited attention to the interaction between organizational leadership and organizational culture, and how this affects organizational efficiency.
目的本研究旨在探讨组织文化在银行组织领导与组织文化关系中的调节作用。设计/方法/方法样本由加纳阿散蒂地区的331名全职银行员工组成。采用验证性因子分析对数据进行信度和效度检验,以结构方程模型为主要分析手段,在数据分析中采用SMART-PLS运行。研究结果表明,所有四种领导风格(变革型、交易型、服务型和可持续型)对银行的效率都有积极影响。组织文化对加纳银行效率也有直接的正向影响。研究发现,组织文化正向调节银行业组织领导与组织效率的关系。这意味着组织文化加强了银行业组织领导和组织效率之间的关系。研究局限性/影响-本研究的一个局限性是将组织文化视为一个复合变量,而不是考虑个体维度(氏族文化,民主文化,等级文化和市场文化)的影响。虽然使用复合变量在理论上没有错,但四个维度中的每一个都有独特的特征,可能对组织结果产生不同的影响,应该得到考虑。为了实现组织的战略成果,领导者要理解各种领导风格,以及如何将其转化为影响组织成果。过去的研究很少关注组织领导和组织文化之间的相互作用,以及这种相互作用如何影响组织效率。
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引用次数: 6
Work–family conflict and happiness: the moderating role of national culture 工作-家庭冲突与幸福感:民族文化的调节作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-03-14 DOI: 10.1108/ebhrm-01-2021-0001
Manli Gu, Chee Meng Tan, Yee Sen Ho, Li Liu
PurposeThis study aims to demonstrate how national culture, as measured using the Hofstede’s cultural dimensions, moderates the relationship between work–family conflict (WFC) and individual-level subjective well-being (SWB).Design/methodology/approachUsing a two-level hierarchical linear model, this study analysed data from the “Family and Changing Gender Roles IV” survey from the International Social Survey Programme’s (ISSP). A total of 33,044 participants across 41 countries in 2012 were interviewed, but this investigation was limited to 23,277 individuals across 37 countries when all the necessary variables used in this analysis were accounted for. National cultural indicators (the moderators) were measured using Hofstede's cultural dimensions, which are individualism–collectivism, masculinity–femininity, uncertainty avoidance and indulgence–restraint.FindingsThis study presented two main results. Firstly, although family-to-work conflict has an overall negative impact on SWB, this negativity is stronger among participants from individualistic cultures. Secondly, just like family-to-work conflict, work-to-family interference has an adverse impact on workers’ well-being as well, though this effect is more prominent in indulgent cultures.Originality/valueThis paper is novel on two accounts. Firstly, it is one of the few articles that investigates the impact of WFC on SWB using a large multi-country dataset, which allows us to generalize results across multiple cultures. This is unlike many papers in the literature that presented findings from single-country sources, which contextualizes outcomes to a single nation. Secondly, to the best of the authors’ knowledge, the article is the first in examining the role played by the Hofstede’s indulgence–restraint dimension in moderating the effect of WFC and SWB.
目的本研究旨在通过Hofstede’s文化维度来考察民族文化如何调节工作家庭冲突(WFC)与个人主观幸福感(SWB)之间的关系。本研究采用两级层次线性模型,分析了来自国际社会调查计划(ISSP)的“家庭与性别角色变化IV”调查的数据。2012年,共有41个国家的33044名参与者接受了采访,但当分析中使用的所有必要变量都被考虑在内时,这次调查仅限于37个国家的23277人。国家文化指标(调节因子)使用Hofstede的文化维度进行测量,即个人主义-集体主义,男性气质-女性气质,不确定性避免和放纵-克制。研究结果本研究提出了两个主要结果。首先,尽管家庭与工作的冲突总体上对主观幸福感有负面影响,但这种负面影响在个人主义文化的参与者中更为强烈。其次,就像家庭对工作的冲突一样,工作对家庭的干扰也会对员工的幸福感产生不利影响,尽管这种影响在放纵的文化中更为突出。这篇论文的新颖之处在于两个方面。首先,这是少数几篇使用大型多国数据集研究WFC对SWB影响的文章之一,这使我们能够在多种文化中概括结果。这与文献中的许多论文不同,这些论文提出了来自单一国家的研究结果,将结果置于单一国家的背景下。其次,据作者所知,这篇文章是第一个研究Hofstede ' s indulgence-restraint维度在调节WFC和SWB效应中的作用的文章。
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引用次数: 3
Do human resource management practices boost up employees' impersonal trust? Evidence from the banking sector of Bangladesh 人力资源管理实践是否能增强员工的个人信任?孟加拉国银行业的证据
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-03-11 DOI: 10.1108/ebhrm-08-2020-0111
S. Sultana, Md Shariful Alam Khandakar
PurposeThe main purpose of the study is to identify the relationship between human resource management (HRM) practices and impersonal trust. The study focuses on five HRM practices, namely training, fair reward and promotion opportunity, employment security and performance appraisal and impact of those on impersonal trust.Design/methodology/approachData for the study have been collected from 384 front line service provider female employees of 39 private commercial banks through non-probability judgmental sampling technique and analyzed by applying structural equation modeling-partial least square (SEM-PLS) method.FindingsThe findings of the study reveals that all the five HRM practices, namely training, fair reward and promotion opportunity, employment security and performance appraisal, are positively and significantly related with impersonal trust.Originality/valuePrivate commercial banks in Bangladesh are rapidly growing and facing huge competition to improve the competitive advantage of employees. Impersonal trust of employees is required for achieving competitive advantage. Due to the lack of research and scanty of knowledge in that field, the study offers a new avenue of existing knowledge to the stakeholders and researchers on how to develop impersonal trust with necessary recommendations.
目的本研究的主要目的是确定人力资源管理实践与客观信任之间的关系。本研究的重点是五种人力资源管理实践,即培训、公平的奖励和晋升机会、就业保障和绩效评估,以及这些实践对个人信任的影响。设计/方法/方法本研究采用非概率判断抽样技术,从39家民营商业银行的384名一线服务提供商女性员工中收集数据,并应用结构方程建模偏最小二乘法进行分析。研究结果表明,培训、公平奖励和晋升机会、就业保障和绩效考核这五种人力资源管理实践都与非个人信任呈正相关。创意/价值孟加拉国的私人商业银行正在迅速发展,并面临着提高员工竞争优势的巨大竞争。获得竞争优势需要员工的客观信任。由于该领域缺乏研究和知识匮乏,该研究为利益相关者和研究人员提供了一条新的现有知识途径,让他们了解如何通过必要的建议建立非个人信任。
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引用次数: 1
Organizational climate and organizational politics: understanding the role of employees using parallel mediation 组织氛围与组织政治:利用平行中介理解员工的角色
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-02-10 DOI: 10.1108/ebhrm-08-2020-0107
Swati Tripathi, D. Tripathi
PurposeThe purpose of this paper is to inspect the influence of organizational climate on the social desirability of political behaviour of employees. It also examines perception of politics and perceived behavioural choice as the underlying mechanisms that mediate the relationship between organizational climate and social desirability of political tactics. Finally, the paper studies the influence of desirability of politics on frequency of use of political tactics.Design/methodology/approachThe study uses data (n = 234) collected from a large public sector organization in India. The inter-relationships are tested empirically using structural equation modelling.FindingsThe findings suggest that organizational climate significantly influences the social desirability of political tactics such that positive climate leads to lower social desirability of political tactics. Also, perception of politics and perceived behavioural choice mediate the relationship between organizational climate and desirability of political tactics. Finally, the social desirability of political tactics positively and significantly influences frequency of political tactics used.Research limitations/implicationsBecause of the nature of the study, generalization must be made with caution since it has been conducted in an Indian public sector organization, and errors due to measurement method could be present. The study provides a better understanding of the relationship between organizational climate and political behaviour and clarifies the mediating role of perception of politics and behavioural choices. It also elucidates the need for organizations to accept the active role of employees in determining the nature of workplace politics.Originality/valueThe study establishes political perceptions and perceived behavioural choice as important mediators between climate and political behaviour, fostering in-depth research into the environmental aspects of public sector organizations. It also establishes employees as autonomous members of the organization who make political choices by taking into account their organizational contexts, a concept much newer to highly formalized and codified public sector organizations.
目的考察组织氛围对员工政治行为社会合意性的影响。它还考察了对政治的感知和感知的行为选择,它们是中介组织氛围和政治策略的社会可取性之间关系的潜在机制。最后,研究了政治可取性对政治策略使用频率的影响。设计/方法/方法该研究使用了从印度一家大型公共部门组织收集的数据(n=234)。使用结构方程模型对相互关系进行了实证检验。研究结果表明,组织氛围显著影响政治策略的社会可取性,积极的组织氛围导致政治策略的低社会可取性。此外,对政治的感知和感知的行为选择调节了组织氛围和政治策略可取性之间的关系。最后,政治策略的社会可取性对政治策略的使用频率产生了积极而显著的影响。研究局限性/含义由于研究的性质,必须谨慎进行概括,因为它是在印度公共部门组织中进行的,并且可能存在由于测量方法造成的错误。该研究更好地理解了组织氛围与政治行为之间的关系,并阐明了政治感知和行为选择的中介作用。它还阐明了组织需要接受员工在决定工作场所政治性质方面的积极作用。独创性/价值该研究确立了政治认知和行为选择是气候和政治行为之间的重要中介,促进了对公共部门组织环境方面的深入研究。它还将员工确立为组织中的自主成员,他们通过考虑自己的组织背景来做出政治选择,这一概念比高度正规化和法典化的公共部门组织要新得多。
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引用次数: 2
Relationship between transformational leadership, proactive personality, creative self-efficacy and employee creativity at food processing SMEs in Indonesia 印尼食品加工中小企业转型型领导、主动型人格、创造性自我效能感与员工创造力的关系
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-02-07 DOI: 10.1108/ebhrm-03-2021-0033
A. Maria, Heru Yulianto, Dyah Palupiningtyas, Heri Usodo
PurposeThis study aims to determine the effect of transformational leadership and creative self-efficacy (CSE) on employee creativity. In addition, this study will also discuss the role of CSE as a mediator in the relationship between transformational leadership and employee creativity, and the role of proactive personality as a moderator in the relationship between CSE and employee creativity.Design/methodology/approachThe research samples were 102 supervisors and 876 employees from 102 small and medium-sized enterprises (SMEs) engaged in the food processing industry in three major cities in Central Java, Indonesia, namely Semarang, Salatiga and Surakarta. SPSS 22 was used to test the research hypothesis using hierarchical regression analysis.FindingsThe results showed that CSE mediated the relationship between transformational leadership and employee creativity. In addition, the results also showed that proactive personality acted as a moderator for CSE and employee creativity.Research limitations/implicationsThis study has several limitations. First, that the sample size is limited only to food processing SMEs. Second, questionnaires were self-reported by respondents. Self-reporting may not always result in reliable and accurate responses. Lastly, this study uses a cross-sectional research design.Practical implicationsThis study presents strong theoretical and managerial implications that can be used by food processing SMEs to evaluate the consequences of transformational leadership, proactive personality, and CSE on employee creativity.Originality/valueThis study adds to the existing literature by describing the relationship between transformational leadership, CSE, proactive personality and employee creativity in a comprehensive manner.
目的本研究旨在确定变革型领导和创造性自我效能感(CSE)对员工创造力的影响。此外,本研究还将讨论CSE在变革型领导与员工创造力关系中的中介作用,以及主动型人格在CSE与员工创造力之间关系中的调节作用。设计/方法/方法研究样本为102名主管和876名员工,他们来自印尼中爪哇三大城市的102家从事食品加工行业的中小企业,即三宝垄、萨拉蒂加和苏拉卡塔。采用SPSS 22软件对研究假设进行分层回归分析。研究结果表明,CSE介导了变革型领导与员工创造力之间的关系。此外,研究结果还表明,积极主动的人格是CSE和员工创造力的调节因素。研究局限性/含义这项研究有几个局限性。首先,样本量仅限于食品加工中小企业。其次,调查问卷由受访者自我报告。自我报告可能并不总是能得到可靠和准确的答复。最后,本研究采用横断面研究设计。实践含义这项研究提出了强有力的理论和管理含义,食品加工中小企业可以利用这些含义来评估转型领导、积极主动的个性和CSE对员工创造力的影响。独创性/价值本研究通过全面描述变革型领导、CSE、积极主动的个性和员工创造力之间的关系,对现有文献进行了补充。
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引用次数: 7
Are undergraduate students good proxies for HRM professionals? A comparison of responses in a hiring decision study 大学生是人力资源管理专业人员的好代表吗?招聘决策研究中回答的比较
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-01-27 DOI: 10.1108/ebhrm-05-2021-0091
Heather M. Clarke, Kara A. Arnold
PurposeThere is a dearth of human resource management (HRM) literature examining the generalizability of research employing undergraduate student participants. The purpose of this study is to conduct an experiment to compare the job applicant evaluations and hiring decisions of undergraduate student participants with those of working adults with hiring experience.Design/methodology/approachThis study employed a between-person 2 × 2 × 4 experimental design: participant group (undergraduate students or working adults with hiring experience) × job gender-type (male typed or female typed) × job applicant (heterosexual female, lesbian female, heterosexual male or gay male). Participants read descriptions of a job and a job applicant and then evaluated the applicant.FindingsThe results supported a moderated mediation model where participant group moderated the interaction of applicant gender and job gender-type in predicting perceptions of competence, which in turn predicted perceptions of person-job fit, likeability and respect-worthiness, which then predicted hiring decisions. Undergraduate student participants, but not working adults with hiring experience, evaluated female applicants applying for a male-typed job in a manner consistent with gender stereotypes and were less likely to hire the female applicant than the male applicant.Originality/valueTo inform HRM practice, research must reflect real-world decision-making. The literature on the roles of gender stereotypes and bias in hiring, and other important HRM decisions, relies heavily on undergraduate student participants. Findings of this study suggest a need to further examine whether those studies can be generalized to working adults actually making those decisions.
目的缺乏人力资源管理(HRM)文献来检验雇用本科生参与者的研究的可推广性。本研究的目的是进行一项实验,将本科生参与者与有招聘经验的在职成年人的求职者评估和招聘决定进行比较。设计/方法/方法本研究采用了一个2×2×4的人与人之间的实验设计:参与者组(本科生或有招聘经验的在职成年人)×工作性别类型(男性型或女性型)×求职者(异性恋女性、女同性恋女性、异性恋男性或男同性恋)。参与者阅读工作和求职者的描述,然后对求职者进行评估。研究结果支持了一个有调节的中介模型,在该模型中,参与者群体在预测能力感知时调节了申请人性别和工作性别类型的互动,进而预测了个人对工作适合性、讨人喜欢性和值得尊重性的感知,进而预测招聘决策。本科生参与者,但不是有招聘经验的在职成年人,以符合性别刻板印象的方式评估了申请男性类型工作的女性申请人,并且与男性申请人相比,女性申请人不太可能雇佣女性申请人。独创性/价值要为人力资源管理实践提供信息,研究必须反映现实世界的决策。关于性别陈规定型观念和偏见在招聘中的作用以及其他重要的人力资源管理决策的文献在很大程度上依赖于本科生参与者。这项研究的结果表明,有必要进一步研究这些研究是否可以推广到真正做出这些决定的在职成年人。
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引用次数: 0
Entrepreneurial leadership and employee innovative behavior in the software development firms: do employees' epistemic curiosity and creative process engagement matter? 软件开发公司的创业领导力和员工创新行为:员工的认知好奇心和创造性过程参与度重要吗?
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-12-31 DOI: 10.1108/ebhrm-02-2021-0020
Muhammad Awais Khan
PurposeBuilding on self-determination theory, this study empirically examined the influence of entrepreneurial leadership (EL) style on employee innovative behavior (EIB) in the context of software development firms located in the twin cities of Pakistan (Rawalpindi and Islamabad).Design/methodology/approachFor the present study, an employee survey (online questionnaire) was used for data collection. The data were collected through an adopted questionnaire by using emails and messaging applications. Structural Equation Modeling (PLS-SEM) was used to analyze data collected from 245 respondents.FindingsThe findings of this study delineate that entrepreneurial leadership positively and significantly influences employee innovative behavior. Moreover, the relationship between entrepreneurial leadership and employee innovative behavior was partially mediated by employee epistemic curiosity (EC) and creative process engagement (CPE). The sequential mediation by the employee epistemic curiosity and creative process engagement between the link of entrepreneurial leadership and employee innovative behavior was also confirmed.Practical implicationsIn innovation-intensive organizations like software development firms, entrepreneurial leadership style can foster employee innovative behavior that is critical for organizational innovation success. This study provides information to the strategic leaders on how leadership behaviors can drive employee innovative behavior, particularly in the context of software development companies.Originality/valueThis study is an attempt to extend the scarce literature on the mechanisms through which leadership styles impact employee innovative behavior. Specifically, the mediating roles of employee epistemic curiosity and creative process engagement have been explored through a self-determination perspective.
本研究以自我决定理论为基础,实证考察了位于巴基斯坦双城(拉瓦尔品第和伊斯兰堡)的软件开发公司的创业领导风格对员工创新行为(EIB)的影响。设计/方法/方法在本研究中,采用员工调查(在线问卷)进行数据收集。数据是通过使用电子邮件和消息应用程序通过采用的问卷调查收集的。采用结构方程模型(PLS-SEM)对245名受访者的数据进行分析。研究发现:企业领导对员工创新行为具有显著的正向影响。此外,企业领导与员工创新行为之间的关系被员工认知好奇心(EC)和创造性过程投入(CPE)部分中介。员工认知好奇心和创造性过程参与在企业家领导与员工创新行为之间的中介作用也得到了证实。在像软件开发公司这样的创新密集型组织中,企业家领导风格可以促进员工的创新行为,这对组织创新的成功至关重要。本研究为战略领导者提供了关于领导行为如何驱动员工创新行为的信息,特别是在软件开发公司的背景下。原创性/价值本研究试图扩展关于领导风格影响员工创新行为机制的稀缺文献。具体而言,通过自我决定的角度探讨了员工认知好奇心和创造性过程参与的中介作用。
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引用次数: 4
Good soldier syndrome. Do organizational cynicism and work alienation matter? 好士兵综合症。组织玩世不恭和工作疏离有关系吗?
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-12-21 DOI: 10.1108/ebhrm-01-2021-0004
Sabia Singh, G. Randhawa
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.
目的本研究旨在考察组织犬儒主义(OCyn)对银行员工组织公民行为(OCB)的影响,重点研究工作异化(WA)作为潜在中介的作用。设计/方法/方法使用标准化问卷,从印度北部旁遮普邦银行业的381名员工中收集数据。数据分析采用了层次多元回归和验证性因素分析等统计技术以及PROCESS宏。结果表明OCyn对OCB有显著的负面影响。此外,发现WA显著部分地介导了上述构建体之间的关系。研究局限性/含义本研究涉及单一部门,即银行部门,限制了对其他工业和职业环境的推广。此外,由于本研究采用的研究设计具有横截面性质,因此可能很难得出任何因果推断。实际含义为了在银行员工中推广OCB,需要对OCyn和WA等消极工作态度的形成进行监管。这可以通过改善沟通网络、鼓励参与决策活动、开展心理咨询和压力管理培训课程来实现。原创性/价值本研究是少数实证研究工作之一,证实了OCyn(通过工作异化)对银行员工OCB的直接影响和间接影响。
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引用次数: 1
Burnt to a crisp? Understanding drivers of burnout amongst New Zealand workers 烧焦了吗?了解新西兰工人倦怠的驱动因素
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-12-03 DOI: 10.1108/ebhrm-07-2021-0132
J. Haar
PurposeJob burnout is a popular topic for researchers and a pressing issue for employees and employers. However, the most popular measure has become widely critiqued, and a new construct – the Burnout Assessment Tool (BAT) – has been offered as a better way to assess burnout.Design/methodology/approachThe study uses data from 1,022 employees across a wide range of occupations, sectors and industries. Confirmatory factor analysis (CFA) and odds ratio calculations are explored.FindingsThe present psychometric properties of the BAT construct are supported. Overall, 11.1% of employees met the high burnt-out risk threshold. Determinants of burnt-out risk were explored, with significant findings from high perceptions of organizational support, large firm-size, young age and long work hours found. No gender differences. The odds ratio provides greater insights into the risks associated with factors, especially working 55+ hours/week, which resulted in 580% higher risk of burnt-out risk.Research limitations/implicationsThe findings highlight the danger of burnt-out risk and provide a useful benchmark for those exploring the burnt-out risk rate.Originality/valueThe BAT has not been tested in New Zealand across a sample of employees. Given the large size and breadth of employees, this provides useful generalizability to the BAT-NZ. The determinants tested here are all unique to the literature and provide new insights.
目的工作倦怠是研究人员的热门话题,也是员工和雇主面临的紧迫问题。然而,最受欢迎的衡量标准受到了广泛的批评,一种新的结构——倦怠评估工具(BAT)——被认为是评估倦怠的更好方法。设计/方法论/方法该研究使用了来自1022名员工的数据,这些员工来自不同的职业、部门和行业。对验证性因素分析(CFA)和比值比计算进行了探讨。发现BAT结构目前的心理测量特性得到了支持。总体而言,11.1%的员工达到了高烧坏风险阈值。研究了燃尽风险的决定因素,发现了对组织支持、大公司规模、年轻和长工作时间的高度认知的重要发现。没有性别差异。比值比可以更深入地了解与因素相关的风险,尤其是每周工作55小时以上,这导致了580%的精疲力竭风险。研究局限性/含义这些发现突出了燃尽风险的危险性,并为探索燃尽风险率的人提供了一个有用的基准。独创性/价值BAT尚未在新西兰对员工样本进行测试。考虑到员工的规模和广度,这为BAT-NZ提供了有用的可推广性。这里测试的决定因素都是文献所独有的,并提供了新的见解。
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引用次数: 5
期刊
Evidence-based HRM-A Global Forum for Empirical Scholarship
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