Search results
1 – 10 of over 3000Jonghun Sun, Eunsun Ahn and Jiseon Shin
Based on the conservation of resources (COR) theory, we investigate antecedents and consequences of work meaningfulness.
Abstract
Purpose
Based on the conservation of resources (COR) theory, we investigate antecedents and consequences of work meaningfulness.
Design/methodology/approach
We used survey data from employees in various South Korean organizations and applied Structural Equation Modeling (SEM) and a bootstrapping procedure to test our proposed model.
Findings
We found that employees’ perceptions of their jobs’ social impact and task variety are positively related to work meaningfulness, which leads to higher levels of innovative behavior. We found that work meaningfulness mediates the effects of employees’ perceived social impact and task variety on their innovative behaviors.
Originality/value
Our study contributes to the positive psychology literature by identifying work meaningfulness as a critical underlying mechanism in explaining the relationship between task variety, perceived social impact, and innovative behavior.
Details
Keywords
Lei Ren, Yishuai Yin, Xiaobin Zhang and Di Zhu
The purpose of this research is to examine the relationship between coaching leadership and employees' taking charge while incorporating the mediating role of work meaningfulness…
Abstract
Purpose
The purpose of this research is to examine the relationship between coaching leadership and employees' taking charge while incorporating the mediating role of work meaningfulness and the moderating role of challenge-hindrance stressor.
Design/methodology/approach
A total of 355 pairs of effective samples were collected through a two-stage supervisor-subordinate paired survey. Four hypotheses were tested using hierarchal regression analysis and bootstrapping method.
Findings
The findings show that coaching leadership is positively related to taking charge, and work meaningfulness positively mediates the coaching leadership-taking charge relationship; high challenge stressors and high hindrance stressors weaken the positive effect of coaching leadership on work meaningfulness respectively; challenge stressors and hindrance stressors further moderate the indirect relationship of coaching leadership and taking charge through work meaningfulness.
Originality/value
This study provides a new perspective for organizations to activate employees' taking charge, thereby enriching the antecedents of taking charge. By incorporating challenge-hindrance stressor framework, this study also provides answers to when coaching leadership will be less effective.
Details
Keywords
Jiamin Peng, Liwen Chen, Xiaoyun Yang and Lishan Xie
Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from…
Abstract
Purpose
Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.
Design/methodology/approach
We collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.
Findings
Distributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.
Practical implications
This study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.
Originality/value
This study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.
Details
Keywords
Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and…
Abstract
Purpose
Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization.
Design/methodology/approach
In the present study, the authors conducted a time-lagged survey for analyzing the association between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. The study sample comprises 358 Generation Y employees working in Indian IT organizations. Results were analyzed using Process and Hayes macro process.
Findings
The study findings suggest significant relationships between knowledge sharing system, job crafting, meaningfulness in work and intention to stay among Gen Y employees. Moreover, the results demonstrated that knowledge sharing system, directly and indirectly, impacts employees' intention to stay via sequential mediation of job crafting and meaningfulness in work.
Practical implications
In today's era of hyper-competition and “war for talent,” retaining talented professionals has become the topmost priority for organizations. This becomes even more challenging with new generations, Gen Y and Z, entering the workforce driven by entirely different needs compared to earlier generations. Thus, the present study offers an integrated framework that organizational practitioners could utilize to enhance the retention of their young talented professionals.
Originality/value
Despite the emerging interest in the concept of knowledge sharing, few studies investigated the association between knowledge sharing system and intention to stay among Gen Y employees. Also, research still lacks in examining the underlying mechanism of how knowledge sharing system may enhance job crafting and meaningfulness in work, which could fuel Gen Y employees' intention to stay with the organization.
Details
Keywords
Mengxi Xu, Wei Wang, Carol Xiaojuan Ou and Baoxiang Song
This study aims to investigate how technology characteristics facilitate employees' work meaningfulness through job crafting.
Abstract
Purpose
This study aims to investigate how technology characteristics facilitate employees' work meaningfulness through job crafting.
Design/methodology/approach
This study applies the survey method and collects data from 357 Chinese participants with the experience of using information technology (IT) at work.
Findings
Technology characteristics (i.e. technology reconfigurability and technology customization) enable employees to craft their jobs, contributing to work meaningfulness.
Research limitations/implications
It remains to be seen whether the findings can be generalized to other cultural contexts. This study justifies the positive effects of IT but does not take into consideration the IT factors that might thwart job crafting.
Practical implications
IT is not merely a work tool. It is a contextual component strongly conducive to cultivating work meaningfulness. However, IT itself cannot directly lead to work meaningfulness. Instead, its contribution to job crafting matters.
Originality/value
The literature on the downstream impact of IT has yet to consider the value of IT for job crafting and work meaningfulness. This study verifies that job crafting is the linking mechanism between IT and work meaningfulness.
Details
Keywords
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.
Details
Keywords
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.
Details
Keywords
The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills…
Abstract
Purpose
The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes.
Design/methodology/approach
A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation.
Findings
Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability).
Originality/value
The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.
Details
Keywords
Julia Barbar, Ahmad Abualigah, Khalid Dahleez, Sami Abou-Al-Ross and Mohammed Aboramadan
Based on the theories of social learning, social exchange and social identity, this study aims to examine the impact of ethical leadership on organizational attractiveness and…
Abstract
Purpose
Based on the theories of social learning, social exchange and social identity, this study aims to examine the impact of ethical leadership on organizational attractiveness and diversity-valuing behavior as well as the mediating role of psychological meaningfulness in the public healthcare sector.
Design/methodology/approach
Data in this study was collected from 545 nurses working in Palestinian hospitals. Structural equation modeling was used to analyze the data.
Findings
The results show positive effect of ethical leadership on organizational attractiveness and diversity-valuing behavior. The findings likewise support the mediating role of psychological meaningfulness on the focal relationships.
Originality/value
This study follows a more comprehensive and a multitheoretical approach and it uses a novel model in an underexamined setting, which is the nursing sector.
Details
Keywords
Alex J. Scrimpshire, Bryan D. Edwards, Durand Crosby and Scott J. Anderson
Despite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service…
Abstract
Purpose
Despite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service motivation and high-involvement climate) most likely associated with engagement and demonstrates a conceptual and empirical link to relevant outcomes (e.g. job performance and perceived meaningfulness).
Design/methodology/approach
Across a work week, the authors analyze the drivers and outcomes of public service employees’ engagement levels and the mediating effect of employee engagement.
Findings
Employee engagement mediated the positive relationship between the authors’ independent variables of public service motivation and high-involvement climate and our outcomes of supervisor-rated employee performance and meaningfulness. All direct and indirect effects were statistically significant and positive.
Research limitations/implications
The authors’ sample is a nonprofit government agency, so the results may lack generalizability. Although self-determination theory (SDT) guided their choice of variables and hypotheses, they did not measure the specific needs satisfaction (competence, relatedness, and autonomy) associated with the SDT.
Practical implications
Managers in public-service organizations may want to recruit those high in public service motivation and institute a high-involvement climate via manager skill training.
Originality/value
This article follows a meta-analysis call on SDT to test the impact of variables that fall under the identified form of autonomous motivation, and investigate their impact on engagement and other positive organizational outcomes (e.g. job performance and perceived meaningfulness). Additionally, the author followed calls to extend engagement research to focus on specific industry sectors, such as the public sector.
Details