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1 – 10 of over 3000Richa Chaudhary and Chinmay Panda
The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work…
Abstract
Purpose
The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work engagement, influences employee creativity. The authors delineate two pathways from authentic leadership to work engagement, which in turn foster creativity. The first pathway illuminates how authentic leadership generates psychological meaningfulness which enhances work engagement and creativity subsequently, while the second elucidates the indirect impact of authentic leadership on creativity via psychological safety and work engagement.
Design/methodology/approach
Data were collected from 300 employees working in heavy engineering and automobile industry in India. Regression analysis was used to analyze data with the help of SPSS 24. Serial mediation effects were tested with the help of bootstrapping procedures using SPSS process macro (Hayes, 2013).
Findings
Psychological meaningfulness and work engagement were found to mediate the relationship of authentic leadership with creativity both independently and in series. Psychological safety failed to transfer the effect of authentic leadership on both work engagement and creativity.
Practical implications
Organizations may reap the benefits of a creative and engaged workforce by selecting, nurturing and developing authentic leaders.
Originality/value
The study contributes to theory building in the area of authentic leadership by enriching the understanding of the processes carrying the effect of authentic leadership on desirable workplace outcomes. In doing so, the study also explicates the less understood nature of relationship between leadership and creativity.
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Xiaoling Song, Wen Wu, Shengyue Hao, Xiaohua Lu, Yihua Zhang and Yuhuan Liu
Drawing on engagement theory, this study aims to examine how leader–member relationships, including on-work relationship (leader–member exchange [LMX]) and off-work relationship…
Abstract
Purpose
Drawing on engagement theory, this study aims to examine how leader–member relationships, including on-work relationship (leader–member exchange [LMX]) and off-work relationship (leader–member guanxi [LMG]), influence employees’ promotive and prohibitive voice. Furthermore, the study uses procedural justice as the moderator to distinguish the effects of LMG and LMX on employees’ psychological states and voice through a mediated moderation model.
Design/methodology/approach
The authors use a sample from a private and local company in Southern China to test their theoretical model.
Findings
The study finds that both LMG and LMX have positive effects on employees’ voice behavior through employees’ psychological states (psychological meaningfulness and psychological safety).
Research limitations/implications
In a Chinese context, leaders have a more direct and powerful influence on employees than their counterparts in the Western society. Thus, the findings of LMX and LMG may not be generalizable to a Western context. A possible extension is to examine and compare the effects of social context (e.g., off-work leader–member relationship) on voice between the East and the West.
Practical implications
One important implication is that off-work relationship should be used by managers to encourage employee voice.
Originality/value
This study enriches the antecedents of voice with a new dimension of leader–member relationship, namely, LMG.
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Abdul Karim Khan, Chris M. Bell and Samina Quratulain
The purpose of this study is to examine the underlying cognitive mechanisms between interpersonal justice and creativity.
Abstract
Purpose
The purpose of this study is to examine the underlying cognitive mechanisms between interpersonal justice and creativity.
Design/methodology/approach
The theoretical model was tested through survey method in two distinct settings, i.e. student teams and organizational setting.
Findings
This study found evidence that interpersonal justice has an indirect relationship with creative behavior through two distinct paths of psychological meaningfulness and psychological availability in Study 1 and through psychological availability in Study 2. The results clarify and support the proposition in the justice literature that interpersonal fairness is relevant to creativity because of its relationship to risks associated with creativity, and that this affect holds when controlling for procedural, distributive and informational justice (Study 2).
Research limitations/implications
The results suggest that interpersonally fair supervision has a significant influence on employees’ creativity. Fair supervisory treatment adds value to the organization and contributes to the well-being of employees by directly influencing perceptions of psychological engagement factors of meaningfulness and availability of resources.
Originality/value
This study contributes to the justice, creativity and psychological engagement literatures by exploring the mechanisms linking organizational justice and creativity in a non-Western context.
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With the increasing turnover intention worldwide, psychological ownership is gaining traction. Considering the significance of the same for the development and growth of an…
Abstract
Purpose
With the increasing turnover intention worldwide, psychological ownership is gaining traction. Considering the significance of the same for the development and growth of an organization, this paper explores the mechanism to promote psychological ownership and how generational differences contribute to the same.
Design/methodology/approach
A questionnaire was designed and circulated to 1450 employees covering Generation X, Y, and Z. A total of 378 usable responses were received and subjected to Process Macro Model 7 to test seven hypotheses. SPSS was used to test the reliability and validity of the dataset, and RStudio was used for the Confirmatory Factor Analysis.
Findings
The findings supported the moderated mediation model between psychological ownership (PO) and psychological availability (PA). Here, meaningfulness (MN) was the mediator, and age was the moderator. The paper suggests that Generation Z experiences significantly lower psychological ownership (PO) and psychological availability (PA) compared to their elder colleagues. The indirect effect of PA on PO through meaningfulness was significant for all generations, and the generational transition also introduced significant changes.
Originality/value
This is the first study to examine the generational differences in psychological ownership among employees. Accordingly, this research adds to the organizational development literature and suggests that human resource managers design customized interventions for promoting psychological availability. Also, the organization needs to maintain demographic diversity to facilitate learning and development.
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Md Karim Rabiul, Ahmad Edwin Mohamed, Ataul Karim Patwary, Tan Fee Yean and Siti Zaitun Osman
Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and…
Abstract
Purpose
Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.
Design/methodology/approach
Through random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.
Findings
The results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.
Practical implications
HR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.
Originality/value
The findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.
研究目的
以自我概念理論為依據,本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。
研究方法
透過隨機抽樣法,434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。
研究結果
以SmartPLS (偏最小平方)取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援;而且,這些心理狀態,均會對員工的敬業度(對組織的自豪感及對工作的投入)起著正面的影響。另外,安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應;唯工作給予的意義則沒有這個效應。
研究的原創性
研究結果進一步伸展了自我概念理論及員工敬業度方面的論述,這是由於本研究把員工心理狀態所扮演的中介角色,納入人力資源做法與員工敬業度的聯繫中。
研究給予的啓示
若要確保積極的員工成果及提供更佳的顧客服務,有效的人力資源做法和正面的員工心理狀態是不可或缺的。
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The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through…
Abstract
Purpose
The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through employee attitudes and behaviours. Specifically, this study aims to examine the impact of CSR on employee engagement through its influence on psychological meaningfulness, safety and availability.
Design/methodology/approach
In total, 187 business professionals working for a wide variety of organizations in India constituted the study sample. Regression analysis was used to test the proposed hypotheses.
Findings
CSR positively predicted employee engagement. Psychological conditions of meaningfulness, safety and availability fully mediated the relationship of CSR with employee engagement.
Practical implications
The study establishes CSR as an important talent management tool in the hands of management to cultivate an engaged workforce. The results provide corporate managers with the necessary evidence to justify their investment in CSR initiatives.
Originality/value
The study by establishing CSR as a determinant of employee engagement addresses the need for micro-level CSR research, and, hence, bridges the macro-micro gap in the CSR literature. In addition, the application of micro-level theories helped to establish the psychological processes defining CSR and employee engagement relationship. In doing so, the study empirically tests Khan’s theory of engagement and the underlying mechanisms of engagement.
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Fouzia Hasan and Muhammad Kashif
The core aim of this study is to explore how psychological safety, psychological meaningfulness and psychological empowerment predict psychological well-being in a mediating role…
Abstract
Purpose
The core aim of this study is to explore how psychological safety, psychological meaningfulness and psychological empowerment predict psychological well-being in a mediating role of promotive voice.
Design/methodology/approach
A cross-sectional survey is employed to collect data from 456 front-line employees (FLEs) working in the banking sector of Pakistan. The collected data were analyzed utilizing the structural equation modelling (SEM) technique.
Findings
The relationship between psychological safety and empowerment is significant. The results support the direct and mediating role of promotive voice to predict psychological well-being among frontliners. Interestingly, the mediation of promotive voice to predict the relationship between psychological meaningfulness and psychological well-being is not supported.
Practical implications
The managers should delegate authority to FLEs working at the front end. Moreover, voicing should be a delightful experience for employees. The management should listen to them carefully and also update the staff about the outcomes of suggestions rendered by them. Finally, rewarding employees can encourage promotive voicing among FLEs.
Originality/value
The psychological safety as an antecedent to promotive voice, promotive voice as a predictor of psychological well-being and the collectivist country context of Pakistan are unique products of this study.
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Amitabh Bhattcharjee, Shreyashi Chakraborty and Varun Elembilassery
Enforced work-from-home (EWFH) was the norm during the COVID-19 pandemic and continues to be implemented by many organizations owing to its long-term financial benefits. This…
Abstract
Purpose
Enforced work-from-home (EWFH) was the norm during the COVID-19 pandemic and continues to be implemented by many organizations owing to its long-term financial benefits. This study aims to understand the consequences of EWFH on the three psychological conditions of employee engagement: psychological safety, psychological availability and psychological meaningfulness.
Design/methodology/approach
Semi-structured interviews were conducted with 21 employees from different Indian companies. Thematic analysis was adopted to understand the consequences of EWFH on employee psychological safety, availability and meaningfulness.
Findings
The findings demonstrated that psychological meaningfulness, availability and safety were adversely impacted owing to limited choice and autonomy in EWFH.
Research limitations/implications
This study contributes to the literature by examining the concept of EWFH in relation to psychological conditions, which is novel and relevant. Also, the job demands and resources framework and the COR theory are used together to explain the findings, which strengthens the concept of EWFH.
Practical implications
Organizations should consider various aspects of EWFH and make decisions to improve employees’ engagement at work.
Originality/value
This study focuses on an unexplored area and facilitates a better understanding of the concept of EWFH and its impact on employees’ psychological conditions. This study is valuable for both management professionals and organizations considering the continuation of EWFH after the pandemic. It also offers new avenues for future research.
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Isaac A. Lindquist, Joseph A. Allen and William S. Kramer
Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can…
Abstract
Purpose
Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.
Design/methodology/approach
Following the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.
Findings
Consistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.
Practical implications
Organizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.
Originality/value
This work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.
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Richa Chaudhary and Anuja Akhouri
This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role…
Abstract
Purpose
This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role of meaningfulness and work engagement to explain the above linkage.
Design/methodology/approach
The study sample consisted of 316 employees from different information technology firms in India. Ordinary least square regression procedures were used to test the study hypotheses with the help of SPSS Process macro.
Findings
Employees’ perceptions of CSR were found to show both direct and indirect effect on their creativity. Work engagement was found to partially mediate the relationship of perceived CSR and creativity. In addition, results supported the serial mediation model where CSR was found to exercise its influence on creativity via meaningfulness and work engagement in a sequential manner.
Practical implications
The findings suggest that being a good corporate citizen can pay employers in terms of enhanced employee engagement and creativity, which can provide competitive advantage to the organizations in this highly competitive business environment.
Originality/value
This study contributes to the understanding of micro-foundations of CSR by showing whether and how employees’ perceptions of CSR relate to various workplace outcomes. Further, by investigating the complex serial mediation process, it contributes to the extant literature by advancing the understanding of the underlying mechanisms through which CSR influences employee creativity.
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