The effects of high-performance work practices and job embeddedness on flight attendants' performance outcomes

Karatepe, Osman M.; Vatankhah, Sanaz

doi:10.1016/j.jairtraman.2014.01.008

Cited by 82 publications

(102 citation statements)

References 51 publications

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“…Another factor may be that other mechanisms are linking job insecurity to creativity, such as intrinsic motivation [116] and threat rigidity [117,118]. However, most primary studies investigating this relationship report a negative association between job insecurity and creativity and innovative behaviors [66,119]. Hence, the non-significant meta-correlation between job insecurity and creativity found in the present study may also be attributable to a lack of power due to the small number of studies ( k = 10) examining this relationship.…”

Section: Discussionmentioning

confidence: 99%

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Sverke

Låstad

Hellgren

et al. 2019

IJERPH

122

177

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Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.

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Section: Discussionmentioning

confidence: 99%

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Sverke

Låstad

Hellgren

et al. 2019

IJERPH

122

177

View full text Add to dashboard Cite

show abstract

“…Job embeddedness theory predicts that greater perceived job security through organizational-and community-would lead to an increase the employees' creative work performance (CWP) within the organization and a decrease in their propensity to look for alternative jobs (Karatepe and Vatankhah, 2014;Rahimnia et al, 2019). However, a better thoughtful of the correlation between JE, CWP, and voluntary turnover intention (VTOI) is required to better address the challenging questions of staff performance and retention (Karatepe and Vatankhah, 2014).…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting Staff Turnover of Young Academics: Job Embeddedness and Creative Work Performance in Higher Academic Institutions

et al. 2020

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Young academics have been facing a problem of high turnover rate due to missing links between the institutions’ policies and the performance. This study explores the effect of job embeddedness and community embeddedness on creative work performance and intentions to leave of young teaching staff in academic institutions in Pakistan. In this study, 300 qualified young academics from public and private universities were selected as subjects and asked to complete a questionnaire. Data were collected via mail-survey. A variance-based structural equation model is employed to measure the path model. The results show that the fit-dimension of organizational- and community-embeddedness, along with the moderating effect of organization size and the availability of nearby alternative jobs have a significant impact on improving perceived creative performance and reducing staff turnover intentions. This study suggests that organizations should focus on organizational-fit and community-fit constructs in their nurturing strategies to embed young teachers in their academic institutions. This study also suggests that monetary rewards only are relatively ineffective to improve retention. Hence, public and private sector universities should facilitate meaningful contributions from young teachers in creative work and provide opportunities for social interactions and personal development.

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“…Employees with better networking relationships with as many stakeholders as possible along with more sources of knowledge acquisition are expected to initiate greater number of successful ideas. Job embeddedness implies stronger fit to community and due to socialization with the community which is an important stakeholder in the contemporary world, the emergence of divergent thinking rises to the point where creative ideas start flourishing [22]. Third, work engagement, involvement in the job settings, and stronger fit with the job itself, are seen as potential reasons of fulfillment at workplace.…”

Section: Job Embeddedness and Innovative Work Behaviourmentioning

confidence: 99%

“…The emerging research on job embeddedness demonstrates that job embeddedness positively affects employee performance [25], [22]. Although some researchers have expressed concern that low turnover rates inhibit employee creativity and innovation related outcomes [26] [27], recent empirical studies indicate that job embeddedness significantly increases innovation [15].…”

Section: Job Embeddedness and Innovative Work Behaviourmentioning

confidence: 99%

The Mediating Effect of Exploitative and Explorative Learning on the Relationship Between Job Embeddedness and Innovative Work Behavior

Bibi¹,

Jadoon²

2018

SJBM

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It is the people and not the organizations that innovate and make a difference. Research has shown that thinking and implementing novel and useful ideas is one of the most difficult tasks for the employees and among many factors contributing to foster it, the role of job embeddedness has received little attention. This study draws on Organizational Ambidexterity Learning theory and Job Embeddedness Theory to conceptualize and confirm the relationship between job embeddedness, innovative work behaviour, and employee learning in the setting of frontline service employees. Data were collected from 437 frontline service employees in Pakistan. Consistent with the study's predictions, both on-and off-the-job embeddedness were related with explorative learning, and innovative work behaviour. Furthermore, an employee's learning mediated the effects of on-and off-the-job embeddedness on innovative work behaviour whereas explorative learning showed non-significant effects on innovative work behaviour. These findings provide several meaningful insights for future research and managerial practices.

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The effects of high-performance work practices and job embeddedness on flight attendants' performance outcomes

Cited by 82 publications

References 51 publications

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Factors Affecting Staff Turnover of Young Academics: Job Embeddedness and Creative Work Performance in Higher Academic Institutions

The Mediating Effect of Exploitative and Explorative Learning on the Relationship Between Job Embeddedness and Innovative Work Behavior

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