Antecedents Of Employees Research Articles

Retraction notice: Organizational learning culture and psychological empowerment as antecedents of employees

Retraction notice: Organizational learning culture and psychological empowerment as antecedents of employees

Does Leader-Member Exchange (LMX) Ambivalence Influence Employees' Constructive Deviance?

The ambivalent experience of superior-subordinate relationships is widespread in organisations and has gradually become an important factor influencing employees to actively engage in extra-role behaviours. However, employees' constructive deviance is extremely important for organisational development as they are important extra-role behaviours for organisational innovation and change. Owing that academic research on the antecedents of employees' constructive extra-role behaviours has lacked attention to individual emotional variables such as the leader-member exchange ambivalence, by drawing on self-control resource theory and social cognitive theory, this study examined the effects of leader-member exchange ambivalence on employees' constructive deviance, as well as the role of ego depletion and role-breadth self-efficacy. Based on a two-point questionnaire survey of 332 employees from different industries in China, the study tested hypotheses with SPSS 27 and AMOS 27 and found that the more leader-member exchange ambivalence, the less likely they were to engage in employees' constructive deviance, leader-member exchange ambivalence affected employees' constructive deviance through ego depletion, and when role-breadth self-efficacy is high, the lower the ego depletion of employees with leader-member exchange ambivalence, the more likely they are to engage in employees' constructive deviance. This study is intended to guide organisations to pay attention to the problem of individual internal conflict arising from superior-subordinate relationships, to remove the barriers to constructive transgression by individuals, and to truly exploit the innovative capacity of individual organisations. The study suggests that managers should pay attention to the negative effects of employees' perceived ambivalent experiences of supervisor-subordinate relationships, maintain consistency, and build positive social exchange relationships with their employees. Organisations should strengthen the training of leaders and employees to eliminate the serious internal attrition that organisations face from social network relationships. And employees should face the limitations of resources and reduce dependence on the leader-member exchange relationship as the dependence for their work attitudes and behaviours.

Antecedents of employees’ engagement in malaysian private higher education

This research study aims to examine the direct relationships between peer influence, leadership style, and organizational culture, and their impact on organizational commitment and employee engagement in private higher education institutions in Malaysia, for both academic and non-academic staff. The significance of this research lies in the fact that many private higher education institutions in Malaysia are experiencing low levels of employee engagement, which can negatively affect organizational performance and productivity. The research model consists of three independent variables (peer influence, leadership style, and organizational culture), with organizational commitment acting as a mediator and employee engagement as the dependent variable. To gather primary data, the study used a survey questionnaire adapted from previous research studies and collected 268 usable responses. The data was then analysed using structural equation modelling to test the hypotheses. The first step in the analysis was to evaluate the measurement model for convergent validity by assessing construct reliability and validity. Then, discriminant validity was assessed and confirmed using cross-loading and Hetrotrait-Monotrait (HTMT) ratios. Finally, the structural model was assessed to test the research hypotheses. The results indicate that peer influence, leadership style, and organizational culture all have a significant positive impact on organizational commitment, which in turn strongly affects employee engagement. These findings suggest that private higher education institutions in Malaysia should focus on improving peer relationships, leadership style, and organizational culture to enhance employee engagement and ultimately improve organizational performance.

Participative leadership and employees’ cyberloafing: A self-concept-based theory perspective

The antecedents of employees’ cyberloafing (internet use for nonwork purposes during office hours) have become a burgeoning research topic. This research therefore explores how and when participative leadership serves as an important antecedent to employees’ cyberloafing. Drawing upon self-concept-based theory, we hypothesize that participative leadership can reduce the cyberloafing of employees with a high need for power by increasing their organization-based self-esteem (OBSE). Analyzing survey data from 212 employee-coworker dyads, we have found that participative leadership is positively related to employees’ OBSE, which, in turn, is negatively related to employees’ cyberloafing. Moreover, employees’ need for power strengthens the relationship between participative leadership and employees’ OBSE as well as the indirect relationship between participative leadership and employees’ cyberloafing through their OBSE. These relationships are significant (versus nonsignificant) when employees’ need for power is high (versus low). Accordingly, this research identifies a novel predictor of employees’ cyberloafing and offers insights for organizational leaders aiming to manage employees’ cyberloafing wisely.

The antecedents of employees’ innovative behavior in hospitality and tourism contexts: A meta-regression approach

While many empirical studies have examined the various factors that influence employee innovative behavior (EIB), there have been few efforts to synthesize previous research to understand how EIB is linked to its antecedents. Based on 125 empirical studies (N = 44,427) in the context of hospitality and tourism, this study used meta-regression to investigate the 30 major antecedents of EIB, as well as the moderating roles played by ‘national culture’ (individualism vs. collectivism), ‘age’ and ‘gender’, on the links between the antecedents and EIB. The results showed that ‘perceived meaningfulness at work’ and ‘work engagement’ were found to have stronger relations with EIB than others, and that ‘national culture’, ‘age’, and ‘gender’, moderated the relations between EIB and several of the antecedents. The theoretical and practical implications of the findings are discussed for researchers and practitioners alike.

"Should I Tell My Leader or Not?"-Health-Oriented Leadership and Stigma as Antecedents of Employees' Mental Health Information Disclosure Intentions at Work.

To investigate how health-oriented leadership and stigma facilitate or impede employees' disclosure intentions to leaders. In two studies-an experimental vignette (n = 73) and a cross-sectional study (n = 220)-we manipulated or measured health-oriented leadership, transformational leadership, and organizational stigma and compared different reasons for disclosure (mental health problems and severe error) to separate general and specific disclosure decisions. Health-oriented leadership fostered disclosure above and beyond transformational leadership. High organizational stigma was associated with lower disclosure. Health-oriented leadership had a stronger effect on disclosing mental problems than on disclosing a severe error and slightly mitigated the negative relationship between stigma and disclosure in study 1. Findings were not influenced by employees' current mental health status. Our findings highlight the importance of health-oriented leadership as a facilitator and organizational stigma as a barrier to disclosure intentions.

Thriving on Job Demands? Exploring Associations between Goal Uncertainty, Anxiety, and Job Autonomy for Employees with Metabolic Syndrome

Anxiety disorders are among the most common distressing diseases worldwide and have been the focus of increasing attention by companies, as they are associated with impaired work performance, higher absenteeism, and greater health-related costs. The risk of disease is particularly pronounced in individuals with metabolic syndrome and unfavorable working conditions. Nevertheless, empirical knowledge on interactions of metabolic syndrome, job characteristics, and psychiatric morbidity is still sparse. This cross-sectional study included survey data from 176 company employees with diagnosed metabolic syndrome to examine associations between anxiety and job-related factors, namely goal uncertainty and job autonomy. Descriptive data analysis along with Spearman’s rank correlation analysis were performed. Study hypotheses were tested using moderated hierarchical multiple regression analyses. Results extend worksite health promotion literature by demonstrating a slightly U-shaped relation between goal uncertainty and anxiety (β=.16, p≤.05). While moderate levels of goal uncertainty contributed to well-being in terms of low anxiety severity, low and high goal uncertainty were associated with more severe anxiety. This highlights the need to consider differentiated stressor conceptualizations in research on antecedents of employees’ well-being. However, job autonomy showed neither a direct nor a moderating effect on anxiety.

The Antecedents of Employee's Performance in Research Center

This study aims to determine the influence of organizational culture and leadership style on job satisfaction and their impact on employee performance. This research was conducted at C-Care Cancer Research, Indonesia. The data were collected using questionnaires distributed to all employees in the Production, Research and Development, Finance and Administration, and Innovation and Product Development Divisions with 100 samples. The data analysis technique used was Structural Equation Modeling (SEM). The results showed that the culture of the organization positively influences job satisfaction. Leadership style does not significantly affect job satisfaction. While job satisfaction does not considerably affect the performance of employees, the employee's performance is negatively influenced by organizational culture. In addition, the employee's performance is negatively impacted by leadership style.

Powerful, high-performing employees and psychological entitlement: The detrimental effects on citizenship behaviors

We extend the performance literature by moving beyond a focus on antecedents of employees' job performance. Rather, we consider the effects of employees' high performance on their subsequent psychological states and behaviors. We adopt a social exchange approach to explain why powerful, high-performing employees may feel psychologically entitled (i.e., a belief that they are owed more than what is typical from the organization), which then prevents them from engaging in organizational citizenship behaviors (i.e., discretionary behaviors that contribute to the effective functioning of the organization). We first establish internal validity by testing our theoretical model using an experimental study design. We then establish external validity by testing our theoretical model using multi-source field data from university employees in the United States. Both studies provide support for our theoretical model in that psychological entitlement mediates the negative indirect relationship between employees' performance and OCB when employee power is higher versus lower. Theoretical and practical implications are discussed.

Continuous learning during crises: achieving change-efficacy, meaningful work and adaptive performance

PurposeThe study aims to examine the association between learning culture and adaptive performance of delivery employees during crises situation. The study develops and tests a model that explains how learning culture, through change-efficacy and meaningful work, influences employees' adaptive performance (including how they handle crisis situations and deal with uncertainty).Design/methodology/approachData was collected from 298 delivery employees working in e-commerce companies throughout India in a time-lagged manner. Regression analysis and structural equation modeling were performed to assess the influence of learning culture, change-efficacy and meaningful work on adaptive performance using SPSS 24. Further, PROCESS macro was used to test the parallel mediation effects through bootstrapping approach.FindingsThe study establishes a significant direct and indirect relationship between learning culture and adaptive performance for employees. Further, underpinning the transformative learning theory (Mezirow, 1997), and job characteristics theory (1976), this study came across two pathways for organizations to transform their learning efforts into improved adaptive performance for employees.Practical implicationsOrganizations, particularly in crisis situations, can leverage employees' change-efficacy and meaningful work to connect learning efforts with employees' adaptive performance.Originality/valueThe study contributes significantly to existing theory on transformative learning and job characteristics theory while strengthening the literature on antecedents of employees' adaptive performance, particularly in crises situation.

Antecedents of Employees’ Perception and Attitude to Risks: The Experience of Egyptian Tourism and Hospitality Industry

ABSTRACT Employees have different perceptions and attitudes toward risks linked to the industry of tourism and hospitality and tend to be risk-taking or risk-averse by putting themselves in risky situations or exposing others to harm. Therefore, this paper tries to identify the antecedents that form their perceptions and attitudes to risks in Egyptian hotels and travel agencies and examines the mediating role of risk perception as well. One of the study’s key advantages is the respondent-matching data, derived from 18 privately-owned hotels and 22 travel agencies. As a result, based on horizontal segregation, the study’s target sample was non-administrative responsibility occupations. Findings revealed that employees’ accumulated beliefs and knowledge were found to have a positive impact on risk perception and risk attitude. Importantly, risk perception plays a mediating role between the identified constructs and employees’ risk attitudes. The originality of this study lies in its attempt to analyze the perception and attitude of employees, not tourists or customers, and focus on two destination regions that witnessed human-made risks.

Employee Health during COVID-19 Pandemic and its impact on Employee Job Performance and Quality of Life

Employees are the operating engine of organizations and their health played a fundamental part in their performance. The spread of COVID-19 creates disruptions in every field of life but more importantly the virus directly influences employee health. So far, less attention has been paid to employee health from the COVID-19 perspective. The current study attempts to discuss employee health during COVID-19 and its impact on job performance and quality of life. A total of 230 responses were received from health professionals. For data analysis, Smart PLS was used to measure the structural model. This study operationalizes working conditions, workplace relationships, and loneliness as antecedent stressors of employee health from the COVID-19 perspective, and the results indicated that the three stressors significantly contributed as antecedents of employees' health during COVID-19. Moreover, our study evaluated the nexusbetween employee health and quality of life, and job performance. The results showed that employee health is positively associated with quality of life and negatively associated with job performance. Moreover, job performance is positively and significantly associated with quality of life. More importantly, the path model was significant except for Job performance employee health quality of life. Our findings implicate that policymakers should improve working conditions, enhance collaboration among employees, and provide recreational facilities to reduce stress. Moreover, indoor physical activities should be provided to improve physical health that positively affects their mental health. By incorporating, these stress coping strategies, employees' quality of life, and job performance can be improved.

Praise and recognition from supervisors buffers employee psychological strain: A two-sample investigation with tourism workers.

Focusing on employees with psychological strain, this research draws on Fredrickson's 'undoing hypothesis' to examine praise and recognition from one's supervisor as an organizational resource. A model is tested in which psychological strain is a mediator in the positive relationship between role demands and employees' intentions to take sick leave and seek medical advice, and positions supervisor praise and recognition as a buffer of psychological strain on such intentions. The model was tested using two Australian samples in the tourism sector, consisting of motel workers (n = 104) and museum workers (n = 168). For museum workers, but not motel workers, there was a positive indirect effect of each role demand on sick leave intentions through psychological strain that weakened as a function of supervisor praise and recognition. The proposed moderated mediated model was supported for both samples in regards to intentions to seek medical advice. This research contributes new evidence regarding the antecedents of employees' intentions to take sick leave and seek medical advice for work stress-related problems. It also contributes to the limited evidence regarding supervisor praise and recognition as a protective factor for employees exhibiting the symptoms of psychological strain.

The Effects of Person–Organization Fit and Turnover Intention on Employees’ Creative Behavior: The Mediating Role of Psychological Ownership

Some recent studies have examined the behavioral antecedents of employees’ creative behavior. However, the potential role of psychological ownership is rarely taken into consideration. This study specifically examines the mediating role of psychological ownership in the relationship between person–organization (P–O) fit and turnover intention on the one hand and employees’ creative behavior on the other via a survey in Turkish organizations. Findings based on the data from 969 employees in Istanbul and Western Anatolia indicate that P–O fit is positively related and turnover intention negatively related to both psychological ownership and creative behavior, and that psychological ownership plays a full mediating role in these relations. Psychological ownership has a central role in employees’ creative behavior; it should thus be augmented together with its antecedents if managers wish to foster creative behaviors among their employees.

Environmental CSR and environmental citizenship behavior: The role of employees’ environmental passion and empathy

Considering the importance of employees' environmental behavior to the greening and sustainable development of organizations, this research explored how environmental corporate social responsibility (CSR) transforms into employees' environmental citizenship behavior. Based on stimulus-organism-response (S–O-R) theory, this study establishes a theoretical model to explore the impact mechanism of environmental CSR on environmental citizenship behavior. The researchers collected 431 surveys from employees of manufacturing organizations to examine the research model. The results showed that environmental CSR can influence environmental citizenship behavior directly and indirectly (through environmental passion and empathy). CSR directed toward employees positively moderated the relationships between environmental passion and environmental citizenship behavior and the relationship between environmental empathy and environmental citizenship behavior. This research expands the micro-foundation of CSR and extends the research on the antecedents of employees' environmental behavior by revealing the social-psychological mechanism of environmental CSR's impact on environmental citizenship behavior and also provides specific suggestions for practice.

Employee-Oriented CSR and Unethical Pro-Organizational Behavior: The Role of Perceived Insider Status and Ethical Climate Rules

Although existing research generally has found that corporate social responsibility (CSR) has a positive impact on organizations and individuals, researchers should still be alert to the potential risks it may bring. This study will explore why employee-oriented corporate social responsibility (employee-oriented CSR) triggers unethical pro-organizational behavior (UPB). Based on the social identity theory, this study establishes a moderated mediation model to explore the impact mechanism of employee-oriented CSR on UPB. We collected survey data from 298 employees of manufacturing organizations to test our research model. The regression statistics results indicate that employee-oriented CSR can indirectly (via perceived insider status (PIS)) affect employees’ UPB. Moreover, ethical climate rules negatively moderate the relationship between PIS and UPB, and negatively moderate the indirect effect of employee-oriented CSR on UPB. This study promotes a full understanding of the impact of CSR, expands the micro-foundation of CSR, and extends the research on the antecedents of employees’ UPB by revealing the social-psychological mechanism of employee-oriented CSR impact UPB, and also gives specific suggestions to put into practice.

The antecedents of employee’s performance: case study of Nahdlatul Ulama University of Surabaya, Indonesia

The success of an organization in achieving its goals is not separated from the existence of creative and quality Human Resources (HR). Employee participation in doing the best for the organization’s success. Human resources are a determining factor in carrying out good work to achieve organizational goals for the better. The purpose of this study was to identify the influence of Organizational Citizenship Behavior (OCB) on employee performance with job satisfaction as a mediating variable. The sample in this study were 70 permanent employees of the education administration of the Nahdlatul Ulama University in Surabaya, using total sampling techniques. This research is quantitative, in collecting data by distributing questionnaires then analyzed using method Partial Least Square (PLS)with SmartPLS 2.0 software. The results showed that Organizational Citizenship Behavior (OCB) had a significant direct effect on employee performance and job satisfaction, and job satisfaction had a significant direct effect on employee performance. This study also shows that job satisfaction can mediate the influence of Organizational Citizenship Behavior(OCB) on partial employee performance.

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

AbstractEmployees can contribute to organizational greening by engaging in green behaviors voluntarily. This work examines the role of four antecedents from an organizational context in the promotion of employees' voluntary pro‐environmental behavior at work: job satisfaction, perceived organizational support, employee affective commitment (EAC), and perceived organizational environmental support (POES), which are directly and indirectly related to voluntary pro‐environmental behavior at work. We also test the moderating effect of POES. We empirically test the proposed hypotheses using SEM with a sample of 331 banking employees from two countries, Ecuador and Kazakhstan. Results demonstrate statistically significant relationships between the proposed antecedents of voluntary pro‐environmental behavior at work, showing the mediating role of EAC, as well as the moderating role of POES.

Industrial Internet of Things and Emerging Digital Technologies–Modeling Professionals’ Learning Behavior

Industrial internet of things (IIoT) and digital technologies have been evolving fast, leading to a challenge in the availability of skills and commotion in job profiles. While existing job profiles are changing, new job profiles are getting created. Professionals face the challenge of obsolescence and pressure for continuous reskilling and prepare for the future of work. The fast-changing innovations in digital technologies of IIoT like the internet of things, robotics, augmented reality, artificial intelligence, and big data analytics trigger in-depth analysis of professionals’ learning behavior. This study extends the individual’s ambidextrous learning theory and unified theory of acceptance and use of technology (UTAUT) to develop a quantitative behavioral model Learning Emerging Digital Skills (LEDS). LEDS model describes the antecedents of professionals’ learning behavior towards fast-changing emerging digital technologies involved in IIoT. A nation-wide structured survey of 685 professionals across 95 firms in India across industry sectors engaged in IIoT product and solution development in sectors like automotive, aerospace, healthcare, and energy were undertaken. Findings from structural equation modeling are validated via a qualitative study. Social influence and personal innovativeness, anxiety, long-term consequence, and job relevance affect behavioral intention to learn. Professionals’ performance level and technology preference moderate the relationship between antecedents and the intention to learn. For exceptional performers, personal innovativeness is the key driver in the intention to learn. For average performers, social influence and anxiety are additional significant factors towards intention to learn. Technology itself moderates the learning behavior, which indicates professionals’ preference to learn a technology over the other based on technology maturity and use potential. This study can help practitioners design ramp-up strategies to meet the current and future demand of emerging digital skills to meet their IIoT strategy. Policymakers can use antecedents of employees’ ambidextrous learning behavior to formulate policies to achieve ambidextrous organization’s goals.

Antecedents of Perceived Job Commitment among Employees of Local Government in Ilesha Metropolis

Background: Employee commitment primarily focuses on strong bonds between the organization and its employees. It has massive positive effects on organizations. Investigating the combined influence of the assorted psychological factors like work-family conflict, job stress and self-concept on perceived job commitment among employees of Local Government authority is helpful.
 Objective: The study investigates the antecedents of perceived job commitment among employees of Local Government in Ilesha Metropolis.
 Methods: Antecedents of perceived job commitment in this study are work-family conflict, job stress, and self-concept. The study has adopted survey method within a descriptive research design. The objective of the study was to determine the influence of work-family conflict, job stress and self-concept on perceived job commitment. Primary data were used. Data were collected using a structured questionnaire that had five scales in likert scale including personal data. 238 respondents, randomly selected across the three local government areas in Ilesha Metropolis, were used for the study. Only 189 questionnaires were returned, out of which 124 were found to be useful for the study.
 Results: Three hypotheses were tested and they revealed that self-concept, work-family conflict and job stress jointly have a positive and significant impact on perceived job performance. Furthermore, work-family conflict (β = 0.173; t = 9.119; p<.05), job stress (β = 1.170; t = 7.458; p<.05), and self-concept (β = 0.064; t = 2.444; p<.05) independently predicted perceived job commitment to be at 5% level.
 Conclusions: The study has found that factors, like work-family conflict, job stress and self-concept, significantly predict the perceived job commitment among employees of local government in Ilesha Metropolis. The finding of the study implies that the antecedents of employee's job commitment are important variables. Governments, employers of labour, human resource practitioners and psychologists need to give more attention to these variables, especially among local government employees and related workforce, for the increase in employee commitment. The study recommends that governments should adopt welfare approaches in tackling issues around work-family conflict, job stress and self-concept to improve employee job commitment.
 Originality: This article is original and there is no potential conflict of interest.