The employee engagement and OCB as mediating on employee performance

Abstract

Purpose The purpose of this paper is to examine the effect of ethical leadership on employee performance, with the employee engagement and organizational citizenship behavior (OCB) as mediating variables. Design/methodology/approach The design of this study was to ascertain the predictive generalizations truth of the theory. The population in this study was all employees of non-star hotels in Sarbagita area of Bali. Findings First, ethical leadership does not have a significant effect on employee performance, where the increase in leadership value is not able to provide a significant improvement in the performance of non-star hotel employees in the Sarbagita area of Bali. Second, employee engagement is able to mediate ethical leadership in improving employee performance. Third, the OCB will be able to play a role in mediating the influence of ethical leadership on employee performance if it passes the mediating role of employee engagement first. Originality/value The inconsistencies of the previous study results provide evidence and opportunities for this study to review by including mediating variables on ethical leadership and employee performance relationship. The studied variable as a mediating variable is employee engagement. In addition to employee engagement, this study also included the OCB variable as a mediating variable. Several previous studies have identified the influence of ethical leadership, employee engagement and OCB in improving employee performance in separate research models, so there is still a gap for further research.

Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

“…The findings also indicated that employee engagement could affect OCB positively in the time of COVID-19. This result agrees with previous studies which indicated the role of employee engagement at work in predicting OCB during the pandemic [97,131,132]. Furthermore, the findings of this study related to the impact of affective commitment on OCB agrees with the result of previous studies [60,[70][71][72].…”

The Impact of Workplace Spirituality on Employee Performance: Evidence from Abu Dhabi University

“…The level of success that can be achieved by an institution with regards to its strategic objectives is entirely dependent on the way those who work for it perform (Sugianingrat et al, 2019). Empirical proof with regards to the tri-lateral link between Human Resources Management, the well-being of employees, and their performance reflects the fact that HRM plays a positive role on the various dimensions of employee performance.…”

The Predominant Factors Affecting Frontline Employees’ Engagement: Case of the Lebanese Service Sector

“…In their investigation of IT organizations in India, the authors explain that when employees feel their supervisor support, equity and care, they reciprocate by becoming more engaged to their work and subsequently their OCB increases as they are more willing to do extra effort beyond their job description. Furthermore, in the field of hospitality management, Sugianingrat et al (2019) confirmed that ethical leadership increases employee engagement which consequently enhances employee OCB. Authors explicate that when employees perceive the ethical behavior of their manager, they show more respect toward him; their sense of attachment and engagement to their organization is enhanced.…”

“…Managers should enhance employees' self-efficacy by encouraging them and providing them with positive feedback. The aforementioned have been recently emphasized (Kapil & Rastogi, 2019;Sugianingrat et al, 2019).…”