Affect Employee Research Articles

Does cross-cultural adjustment affect employee work commitment? Assessing the role of work factors within selected mission hospitals in Kenya

Background Globalization has expanded the scope of business with many companies relying on the contribution of expatriates to fill skills gap in foreign business operations, transferring management knowledge, launching new operations, and coordinating activities on a global scale. Expatriates, however, face challenges that stem from cultural differences. Their commitment levels depend on how well and how quickly they adjust to the unfamiliar culture(s) of the host country. Methods This study sought to investigate the implications of work factors on commitment of expatriates working in selected mission hospitals in Kenya. It was anchored on the provisions of the Three-Component Commitment and International Adjustment theories and a randomly selected sample of 112 respondents from a target population of 156 medical expatriates. Results and conclusions The results depicted that work-related factors significantly affected employee commitment (β= -1.033, p=0.000). To conclude, we argue that employee commitment amongst expatriates can be enhanced through work factors’ cross-cultural adjustment. We further recommend setting up of cross-cultural adjustment policies for expatriate workers within the workplace, particularly in mission hospitals.

A study of the effect of team diversity on employee innovative behavior: The mediating role of psychological capital

In today's extremely competitive market environment, employee innovative behavior determines the innovation ability of the enterprise, and the innovation ability of the enterprise determines whether the enterprise can survive and develop under brutal market competition; thus, enhancing employee innovative behavior becomes critical for the long-term survival and development of the enterprise.This paper delves into the theoretical mechanisms by which team diversity and psychological capital affect employee innovative behavior. It leverages social identity theory and conservation of resources theory to provide a comprehensive understanding of these research. The study suggests that psychological capital acts as a mediator in this relationship, serving as a key factor that connects the elements of team diversity with the outcomes of employee innovative behavior. To empirically validate the proposed research model, which connects team diversity, psychological capital, and employee innovative behavior, the study gathered data from a national survey, resulting in 387 valid responses. The analysis employed PLS-SEM to conduct reliability and validity assessments, as well as tests for direct and mediating effects. The research results show that team information diversity can directly and significantly affect employee innovative behavior, team underlying diversity does not directly influence employee innovative behavior; team informational diversity significantly impacts employees' self-efficacy, optimism, hope, and resilience, team underlying diversity significantly affects self-efficacy, optimism, and resilience, but not hope; Self-efficacy and hope do not influence employee innovative behavior, resilience and optimism significantly influence employee innovative behavior. optimism and resilience play a partially mediating role between team information diversity and employee innovative behavior; and optimism and resilience play a completely mediating role between team underlying diversity and employee innovative behavior.

Transformational leadership and consumer citizenship behavior on employee creativity: The mediating role of intrinsic motivation

Implementing a suitable leadership style and understanding consumer citizenship behavior can increase employee creativity. Intrinsic motivation is necessary to support consumer citizenship behavior and transformational leadership in improving employee creativity. This study examines how consumer citizenship and transformational leadership affect employee creativity, using intrinsic motivation as a mediating factor. 46 respondents represent the study's sample, and the population focus is Bank Syariah Indonesia employees. The study's findings show that: customer citizenship behavior influences intrinsic motivation, which in turn influences employee creativity; employee creativity is not impacted by customer citizenship behavior; employee creativity is impacted by intrinsic motivation; employee creativity is mediated by intrinsic motivation; employee creativity is impacted by transformational leadership; employee creativity is impacted by transformational leadership; employee creativity is impacted by transformational leadership; and employee creativity is not mediated by intrinsic motivation.

How does paradoxical leadership affect employee adaptive performance? A moderated mediation model

PurposeDrawing on the paradox perspective and the Job Demands-Resources Model (JD-R), we investigate how paradoxical leadership behavior (PLB) affects employee adaptive performance.Design/methodology/approachConducted a multi-wave field study with a sample of 64 leaders and 224 subordinates (study 1), and a quasi-experiment involving 156 participants (study 2). The collected data were analyzed using ANOVA and HLM techniques.FindingsBoth studies reveal that (1) PLB exhibits a positive association with employee adaptive performance, (2) employee paradox mindset and role stress partly mediated the relationship between PLB and employee adaptive performance, (3) the indirect effects of PLB on employee adaptive performance through employee paradox mindset and role stress are moderated by employee gender-role identity (GRI).Originality/valueThis research developed a moderated mediation model to examine the potential impact of PLB on employee adaptive performance, which contributes to the literature by integrating the paradox perspective and emphasizing the effectiveness of combining “top-down” and “bottom-up” leadership approaches. Moreover, we elucidate the underlying mechanisms through which PLB facilitates employees in effectively managing work role tensions to enhance adaptive performance Finally, this study also extends the investigation of the contextual efficacy of PLB by incorporating GRI as a moderator.

The Effects of Organizational Culture and Transformational Leadership on Worker Performance at the Lebak Regency Ministry of Religious Affairs Office with Job Satisfaction as an Intervening Variable

This study uses job satisfaction as an intervening variable to examine how corporate culture and “transformational” leadership affect employee performance. The Civil Servant of the Lebak Regency’s Ministry of Religious Affairs is the subject of this study. The survey was completed by 105 people in total. A sample of 140 government officials working at the Office of the Ministry of Religious Affairs of Lebak Regency and KUA of Lebak Regency was selected using the Slovin formula. Purposive sampling is the method of sampling that is employed. The partial least squares method, or SmartPLS, was used to analyze the data using path analysis. The study’s findings demonstrate that employment satisfaction has a positive and significant relationship with transformational leadership, organizational power has a positive and significant relationship with job satisfaction, and employee performance has a positive and significant relationship with organizational culture. In the meantime, organizational culture through work happiness has a favorable and significant impact on employee performance, as does transformational leadership through job satisfaction. Additionally, job happiness and corporate culture through transformational leadership have a stronger impact on worker performance than employee performance is directly impacted by company culture and transformational leadership without having to. Meanwhile, transformational leadership has a favorable and significant effect on employee performance through work satisfaction, and organizational culture has a positive and significant effect on employee performance through job satisfaction. Furthermore, the influence of transformational leadership and organizational culture on employee performance through job satisfaction is greater than the influence of transformational leadership and organizational culture directly on employee performance without going through the variable of job satisfaction.

Linking Workplace Unfairness with Urban Withdrawal Intentions: The Moderating Role of Urban Identification

The mobility of skilled employees from developing to developed cities is a prominent phenomenon in China. However, little is known about whether and how micro factors (e.g., unfair treatment) in the workplace affect employees’ cross-city mobility. The aim of this study is thus to investigate the effect of employees’ perceived workplace unfairness on their intentions to withdraw from the city where they work, specifically, to shed light on the moderating role of urban identification in this effect. Through a survey of 453 skilled employees working in developing cities in northeast China, this study reveals that (a) both perceived distributive and procedural unfairness have a positive effect on employees’ urban dissatisfaction, which in turn reinforces their urban withdrawal intention; (b) urban identification can amplify the positive effect of perceived distributive/procedural unfairness on urban dissatisfaction; and (c) the positive joint effect of perceived distributive/procedural unfairness and urban identification on urban dissatisfaction can further carry over to urban withdrawal intentions. This study therefore sheds new lights on how employees’ workplace unfairness shapes their withdrawal intentions toward the city where they work and how their urban identification moderates this process, offering implications for how developing cities and firm managers can retain skilled employees.

OPTIMALISASI KINERJA KARYAWAN MELALUI KESEHATAN DAN KESELAMATAN KERJA DI RS ARIA KAMUNING

This research aims to explain the influence of health and safety partially on employee performance, to explain the influence of occupational health and safety simultaneously on employee performance. Based on the results of the analysis, it shows that occupational health and safety have a significant effect on the performance of Aria Kamuning Hospital employees. The sampling technique is using saturated sampling. Saturated sampling is a technique for determining the sample if all members of the population are used as samples. The number of samples used in this research was 98 respondents who were employees of Aria Kamuning Hospital. The data analysis technique in this research was carried out using the testing stage of multiple linear regression analysis and classical assumption regression analysis. The research results show that the work environment influences employee performance. Work Safety Variable (X1) t_calculated value is 0.437 with a probability of 0.663. Because the probability value (sig) t < 5% (0.663 > 0.05), partially the Work Safety variable (X1) has a positive and significant effect on the Employee Performance variable (Y). The Occupational Health variable (X2) has a calculated t_value of - 0.651 with a probability of 0.517. Because the probability value (sig) t < 5% (0.517 > 0.05) then partially the Occupational Health variable (X2) has a significant positive effect on the Employee Performance variable (Y). From table 3 above it can be seen that the F_count value (0.289) is greater from the F_table value (2.70), while the significance value obtained is 0.003 < 0.05. F table is obtained by df1 = k-1 = 3-1 = 2 and df2 = n-k = 87-3 = 84, then the F_table value is 2.70. So it can be concluded that simultaneously the variables of occupational safety and occupational health affect employee performance.

Everything Under Control? The Impact of Electronic Monitoring Type and Social Norms on Privacy and Reactance

Abstract: Digitalization enables continuous monitoring of not only work processes but also employees’ cognitive, emotional, and behavioral activities. This study investigated how different types of electronic monitoring affect employees’ privacy and reactance and how social norms regarding electronic monitoring (opposition or support) shape these reactions. In a scenario study, we found higher privacy invasion and reactance when not solely screen time was monitored, but screen activity via screenshots or social interactions via face reader. The social norm did not influence these relations. However, we found strong compliance with the social norm of rejecting electronic monitoring, indicating a strong negative attitude toward electronic monitoring. The results suggest that invasiveness of electronic performance monitoring beyond screen time monitoring is perceived as high privacy-invasive and comparatively reactance-evoking.

Unraveling the Dynamics of Employee Engagement: A Study of Employees’ Information-Sharing Networks and Voice Behavior within Organizations

ABSTRACT This study explores employee engagement by examining the complex relationship between information-sharing networks, employee voice behavior, and employee engagement. By focusing on the often-neglected dynamics of coworker relationships, this study draws on a social capital perspective and uses egocentric network analysis to examine how various attributes of employees’ information sharing networks – namely network size, strength, diversity, and ratio of friends – affect employee outcomes. Through an online egocentric survey of 400 full-time employees, the findings revealed that employees with larger, more diverse networks, and frequent interactions with coworkers are more likely to engage in voice behavior. The results also underscored the importance of friendship ties among coworkers, highlighting that employees who perceive more of their coworkers as friends within these networks are more likely to engage in voice behavior. This voice behavior, in turn, promotes employee engagement. The findings establish the significance of employees’ information-sharing networks with coworkers to leaders and communication professionals in nurturing a culture of engagement.

The Influence of Self Efficacy and Emotional Intelligence on Employee Performance through Job Satisfaction at PT. Telkom Indonesia Regional 1 Sumatera

This research aims to see the extent to which Self efficacy and emotional intelligence affect employee performance with job satisfaction as an intervening variable at PT. Telkom Indonesia Regional 1 Sumatra. The sample selection technique used random sampling and a sample of 42 respondents was obtained. Data analysis techniques use multiple regression analysis and path analysis. From the results of the hypothesis test it can be concluded that Self Efficacy has a positive and significant effect on Job Satisfaction at PT. Telkom Indonesia Regional 1 Sumatra. Emotional Intelligence does not have a significant effect on Job Satisfaction at PT. Telkom Indonesia Regional 1 Sumatra. Self Efficacy has a positive and significant effect on Employee Performance at PT. Telkom Indonesia Regional 1 Sumatra. Emotional Intelligence has a positive and significant effect on Employee Performance at PT. Telkom Indonesia Regional 1 Sumatra. Job Satisfaction does not have a significant effect on Employee Performance at PT. Telkom Indonesia Regional 1 Sumatra. Self Efficacy does not have a significant effect on Employee Performance through Job Satisfaction at PT. Telkom Indonesia Regional 1 Sumatra. Emotional Intelligence has no effect on Employee Performance through Job Satisfaction at PT. Telkom Indonesia Regional 1 Sumatra.

How does enterprise social media use affect employees’ psychological well-being and innovative work performance? Findings from hybrid approaches

PurposeRecent studies have suggested that the workplace fear of missing out (Workplace FoMO) harms employees' health and performance. Thus, the present study examines the impact of workplace FoMO and organisational support (OSP) on innovative work performance (IP) using dual theoretical lenses based on the conservation of resource theory (COR) and self-determination theory (SDT). Furthermore, this study investigates the mediating role of enterprise social media (ESM) use and psychological well-being (PW).Design/methodology/approachThe present study uses a rigorous methodology using structural equation modelling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA). The author has conducted a cross-sectional survey to collect data on working professionals in India’s service industries (i.e. IT & ITeS; information technology enables services). Moreover, SEM was employed to analyse the data based on (n = 240) responses. Furthermore, fsQCA was used to reveal configurational models.FindingsThe SEM results revealed that workplace FoMO harms PW and stimulates ESM use. OSP has a positive impact on ESM use and PW. Furthermore, ESM use is positively associated with PW and enriches IP. The ESM use partially and significantly mediates (a) workplace FoMO and PW, and (b) OSP and PW. The fsQCA results revealed that two configurational models, (a) “ESM” and (b) “OSP*PW”, are vital in enhancing IP.Originality/valueThe present study utilises symmetric and asymmetric modelling approaches considering a separate prediction-oriented pioneer method. This study provides a novel perspective and adds new insights to the literature on ESM use, workplace FoMO and employee-related outcomes.

Pengaruh Kompensasi dan Motivasi terhadap Kinerja Karyawan PT. Rezeki Famili Terpadu Medan

The formulation of the problem in this study is how compensation affects employee performance. How does motivation affect employee performance. How compensation and motivation affect employee performance. The purpose of this study is to determine and analyze the effect of compensation on employee performance. To know and analyze the effect of motivation on employee performance. To know and analyze the effect of compensation and motivation on employee performance. The sample in this study amounted to 37 employees. Data analysis techniques in this study used descriptive analysis and multiple linear regression analysis. The results of this study explain that compensation variables have a positive and significant effect on employee performance. Motivation variables have a positive and significant effect on employee performance. Compensation and motivation variables have a positive and significant effect on employee performance.

Well-Being among Academic Staff in Higher Education Institutions

Well-being is a multidimensional concept that reflects employees’ satisfaction with life, the prevalence of contentment and pleasure in their jobs, and in particular the emotions that the jobs provide the opportunities for employees to enhance their opportunities into self-fulfilment. This research on well-being aims to examine how job demand resources and organisation support affect employee well-being in higher education institutions. In deriving these factors of well-being, I considered two theories namely; Organization Support Theory (OST) and Job Demand Resources Theory (JDRs) to help me isolate gaps for future research. The review is in sequence. Though the paper may be of relevance to establishing the factors that influence employee well-being, it also emanates as a segment of a study in the higher education environment.

Duality of command in teaching hospitals: exploring its impact on employee emotions and the mediating effect of role ambiguity

ABSTRACT The prime purpose of this study is to investigate the impact of duality of hierarchical structure on various employee related outcomes in teaching hospitals. Teaching hospitals in Pakistan are usually managed by professional – clinical and administrative hierarchies simultaneously. The study is seminal and novel because it explores how duality of command affect employees’ well-being within the context of teaching hospitals of under developed countries. A quantitative, explanatory, and cross-sectional study design was employed to conduct this study. Doctors, nurses and administrative staffs were randomly classified into three strata and data was collected from 430 respondents on an adopted questionnaire. Hypotheses were tested through inferential statistics including Structural Equation Modeling using SmartPLS. Our findings reveal that duality of command effect employees’ feelings of frustration, depression, overwhelm and burnout. Role ambiguity mediates the relationship between duality of command and employees’ emotional responses. The study contributes to the field by providing empirical evidence of the negative implications of duality of command on employees’ mental health and suggesting the need for redefining the hierarchy of these teaching hospitals. Additionally, it opens venues for further research in diverse cultural and organizational context, highlighting global importance of understanding organizational structure and its impact on employees’ well-being.

How does paternalistic leadership affect employee silence in the Chinese context? A mediated three‐way interaction model

Although employee involvement is playing an increasingly important role in contemporary human resource management, the phenomenon of employee silence is prevalent in the workplace. This study examines how leader benevolence and authoritarianism, the two components of paternalistic leadership, affect employee silence in the Chinese context. Data from 415 employees nested in 42 workgroups provide evidence for a cross‐level, three‐way interaction between benevolent leadership and authoritarian leadership and employee collective identity predicting employee silence. Specifically, benevolent‐authoritarian leadership predicts the lowest employee silence behavior when an employee holds a high level of collective identity. This three‐way interaction effect is mediated by employee interpersonal justice. Our study extends the knowledge of employee voice/silence behavior in the Chinese cultural setting by shedding light on the role of leadership characteristics. To reduce employee silence, organizations should provide training to improve leaders' skills to balance authoritarianism with benevolence, as well as activate employees' collective identity to further enhance the effectiveness of paternalistic management.

How does COVID-19 affect employee innovation performance and environmental responsibility engagement in the banking sector? A moderated-mediated perspective

PurposeThe purpose of the article is to shed light on how COVID-19 affects employee involvement in environmental responsibility and innovative performance in the banking industry, and whether employee engagement mediates the relationship between the variables. Thus, this study tries to understand bank employees’ perspectives in relation to the variables.Design/methodology/approachThe study was collected during Time lag (1) and Time lag (2) from 156 to 216 bank employees, respectively. The study applied two types of analysis, to comprehend the impact of COVID-19 on employees, descriptive analysis and the partial least squares (PLS) are used.FindingsThe study's findings focused mainly on the influence of COVID-19 in Jordanian banks on employee innovative performance (EIP) due to pandemic, in addition to its effect on environmental responsibility engagement (ERE). The findings indicated a positive significant relationship between the variables. Meanwhile, employee engagement (EE) mediated the effect between the exogenous and endogenous variables.Originality/valueThe current research provide light on the value of employees' innovative performance and banks' commitment to environmental responsibility for those working in the banking industry, particularly during a pandemic. The findings have significant ramifications for the banking industry and in raising employee engagement.

How does social media use affect employee voice behaviour?

Social media has become an increasingly important tool for employees to communicate and share their opinions. Yet, there are still some gaps in the social media use research. We investigated leader–member exchange and voice efficacy mediation of social media use on employee voice behaviours. The study sample comprised 359 Chinese environmental protection employees and their 79 leaders. PROCESS model regression results showed that social media use had a significant positive influence on leader–member exchange, employee voice efficacy, and on voice behaviour. Both leader–member exchange and employee voice efficacy partly mediated the influence of social media use on employee voice behaviour. Leader–member exchange mediated the relationship between social media use and employee’s voice behaviours were greater than that of employee voice efficacy. Findings align with social exchange theory and social cognitive theory in that leader–member exchange and voice efficacy played important roles in the relationship between social media use and employee voice behaviour. From these findings, we suggest that organisations should provide timely services and support (social media tools), set exemplary leadership in social media usage, and foster open communication to improve employee voice.

Increasing Productivity of Gen Z Employees: The Role of Flexible Work Arrangements and Participative Style

Orientation: Employee productivity is affected by various social and psychological variables. Flexible work arrangements (FWAs) and participative styles are expected to influence employee productivity.Research purpose: This study examined the effect of FWA and participative styles on employee productivity, specifically of Generation Z (Gen Z) employees. It also examines the mediating role of emotional engagement on the effect of FWA and participative styles on employee productivity.Motivation for the study: Gen Z workers have specific work-behavioural characteristics, including freedom and flexibility. This study provides empirical evidence of factors that increased the productivity of Gen Z employees by examining the influence of FWA and participative style.Research approach/design and method: This study was designed as explanatory. Data were collected using a survey involving 259 employees by purposive sampling technique. The data were analysed by the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the IBM AMOS 26 program.Main findings: Flexible work arrangement, participative style and emotional engagement affect employee productivity in direct and indirect relationships. However, there is no significant effect of FWAs on emotional engagement.Practical/managerial implications: Organisations need to develop FWA systems and more employee participation at work. It is expected to strengthen emotional engagement in their organisation and increase their productivity indirectly.Contribution/value-add: The study took Gen Z as the object of this research to support the assumption that this generation prefers a flexible way of working but still supports their productivity achievements.

Does polychroncity affect employees’ performance? The mediating effect of employees’ engagement

This study integrated the person-job-fit theory to look into the association between polychronicity and employees’ performance mediated through employees’ engagement in education sector. By applying, random sampling, this study collected primary data from the teachers of Government colleges (N=187), through survey questionnaire. The results indicated the main effect of polychronicity and indirect effect through employee’s engagement on employees’ performance (in-role behaviour). Findings suggested a positive and significant relationship of Polychronicity with employees’ performance. The mediating role of employee’s engagement in the association between polychronicity and employees’ performance (in-role-behaviour) was also strongly supported by the results. Overall, this study contributed by established employees’ engagement as the missing link in the relationship between polychronicity and employees’ performance (in-role behaviour).

How does entrepreneurial leadership affect employees’ taking charge? A cross-level moderated mediation process

How does entrepreneurial leadership affect employees’ taking charge? A cross-level moderated mediation process