Multilevel Analysis on Employee Wellbeing: The Roles of Authentic Leadership, Rewards, and Meaningful Work

Abstract

Employee wellbeing (EW) is becoming a genuine concern, and it has seen a resurgence in interest with the challenges in light of industrial revolution and globalisation. There is no doubt that wellbeing of the employees is one of the secret recipes that generates high return value for all levels of chains; the individual and the organisational productivity and growth as well as nation’s prosperity. However, majority of leadership researchers have failed to capture the multi-dimensional concept of EW. Moreover, the studies of the impact of leadership styles on EW are limited and narrow-focused. Thus, this study aims to examine the role of authentic leadership (AL) style on EW. This study uses meso-mediational relationship through financial and non-financial rewards and meaningful work and how they affect EW. Data were collected from 343 employees in 30 manufacturing companies in Malaysia. The finding reveals that the positivity of authentic leaders indirectly influences EW through non-financial rewards and meaningful work. It is also suggested that financial rewards and non-financial rewards should be measured separately in consideration of current socioeconomic conditions and employees’ motivational needs.

Factors Influencing Employee’s Well-Being and Job Performance: The Perspective of State-Owned Enterprise Employee

“…The research also found that total reward systems have a significant influence on employee well-being. This is consistent with previous research indicating that total reward systems serve as a tool to motivate employees to increase productivity and have a positive impact on employee well-being (Gbande, 2016;Hulkko-Nyman et al, 2014;Salleh et al, 2020). The study emphasizes the necessity of aligning total reward systems with the changing work styles brought about by digital transformation.…”

Effects of leadership and reward systems on employees' motivation and job satisfaction: an application to the Portuguese textile industry

“…Previous studies confirmed partial direct relationships between the variables, such as RS and JS (Valaei and Rezaei, 2016), RS and motivation (Martono et al. , 2018), leadership and rewards (Salleh et al. , 2020), leadership and JS (Paais and Pattiruhu, 2020), or motivation and JS (Pham et al.…”

“…These results are important for practitioners and firm's managers since they provide some specific guidelines for the successful implementation of human resources practices. Previous studies confirmed partial direct relationships between the variables, such as RS and JS (Valaei and Rezaei, 2016), RS and motivation (Martono et al, 2018), leadership and rewards (Salleh et al, 2020), leadership and JS (Paais and Pattiruhu, 2020), or motivation and JS (Pham et al, 2021). We didn't found previous research who have studied structurally any of the mediating effects that we purpose.…”

Bibliometric Analysis: Rewards using the Scopus Database

“…The higher the similarity between two items, the higher the weight of the squared distance in the sum. The next process involves translation, rotation and reflection of the map to obtain optimal visual results (Siswanto et al, 2021;Salleh et al, 2020). 79 This research aims to conduct a survey and test bibliometric performance indicators to understand some determining factors in the reward domain.…”