Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Practical implications The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. Originality/value Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.
Purpose – The purpose of this paper is to investigate the human resource factors (rewards, training teamwork and empowerment) that affect service recovery performance (SRP) of customer service employees in life insurances companies. Life insurances industries in Malaysia are facing stiff competitions due to growing consumerism, changing consumer choices and expectations. SRP is very important aspect in the insurances firms toward retaining the customer and one of the key competitive advantages for sustainability and adding value to the organization in the future. Design/methodology/approach – The data obtained from 350 customer service employees based on convenience sampling were analyzed using regression and hierarchical analysis. Findings – There are two factors, namely, empowerment and training, affecting the SRP. The employment status moderated the relationship between reward and SRP. The limitations of this study have been noted and further research suggestions are also included that are very important for SRP. Originality/value – This study has added knowledge regarding the factors that affect SRP, in general, and precisely in life insurance industries in Malaysian context.
Background: Turnover intention has the possibility to have destructive effects on the life of nurses, healthcare organizations and societies in general. It is considered as one of the major problems that many organizations face, because higher costs and losses could happen because of turnover intention. All over the world, nurses shortage in increase. Organizational factors such as leadership, advancement opportunities, and pay level are among the most connected to the nurses turnover intention.Purpose: The purpose of the study is to explore the relationship between organizational factors (leadership, advancement opportunities, and pay level) and turnover intention.Design: Six hundred nurses working at public hospitals in Jordan, selected randomly, using survey method.Findings: This study revealed that there is a significant relationship between leadership and pay level on turnover intention of nurses and insignificant relationship between advancement opportunities and turnover intention among nurses. Conclusions:This study showed that organizational factors (leadership quality, pay level, and career advancement) are related to turnover intention. As such this study contributes to shedding a light on the activities of human resource management such as work conditions, stress management, and development of anti-turnover policies. This study therefore contributes to turnover intention literature in the context of the Middle East, particularly the healthcare industry is largely dependent on its nurses in enhancing healthcare services for individuals and in developing the industry.
This study examines the relationship between five factor model of personality (i.e, extraversion, conscientiousness, openness to experience, agreeableness and neuroticism), transformational leadership and psychological safety and their impact on employee engagement. A total of 402 of private sector companies in Southern Thailand participated in this study. PLS-SEM was used to analyze the data. Overall measurement model showed appropriate psychometric properties in term of reliability and validity. The propose model of this research has relied primarily on reflective measurement model. Out of the five personality factors, three proved to have an influence on employee engagement (extraversion, conscientiousness, and openness to experience), however the influence of agreeableness and neuroticism were not supported. Transformational leadership and psychological safety also showed direct influence on employee engagement. The results of predictive power of the structural model was 0.337 indicating that 33.7% of the variance in the employee engagement construct was explained by the five factor model of personality, transformational leadership and psychological safety. Theoretical and practical implications of the study are highlighted. Finally, limitations and further research are discussed. Keywords: Employee engagement; five factor model of personality; transformational leadership; psychological safety ABSTRAK Kajian ini meneliti hubungan antara model lima faktor personaliti (extraversion, conscientiousness, openness to experience, agreeableness dan neuroticism), kepimpinan transformasi dan keselamatan psikologi terhadap penglibatan pekerja. Sejumlah 402 syarikat sektor swasta di Thailand Selatan mengambil bahagian dalam kajian ini. PLS-SEM digunakan untuk menganalisis data. Model pengukuran keseluruhannya menunjukkan sifat psikometrik yang sesuai dari segi kebolehpercayaan dan kesahan. Model pengukuran dalam kajian ini adalah model pengukuran reflektif. Daripada lima faktor personaliti, tiga terbukti mempunyai pengaruh terhadap penglibatan pekerja (extraversion, conscientiousness dan openness to experience), namun agreeableness dan neurotisme tidak mempengaruhi penglibatan pekerja. Kepimpinan transformasional dan keselamatan psikologi juga menunjukkan pengaruh langsung terhadap penglibatan pekerja. Model struktur menunjukkan kekuatan ramalan adalah 0.337 atau 33.7% daripada varian dalam penglibatan pekerja dijelaskan oleh model 2 lima faktor personaliti, kepimpinan transformasi dan keselamatan psikologi. Implikasi teoretikal dan praktikal kajian juga diketengahkan. Akhirnya, batasan dan penyelidikan selanjutnya dibincangkan. Kata kunci: Penglibatan pekerja; model lima faktor personaliti; kepimpinan transformasi; keselamatan psikologi
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