scholarly journals Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?

2017 ◽  
Vol 25 (2) ◽  
pp. 184-196 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Well Being ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Full Time ◽  
Empowering Leadership ◽  
Time Points

This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower levels of physical and depressive symptoms and higher levels of career satisfaction and commitment. Together, these findings highlight the role of empowering leadership in encouraging and facilitating job crafting behaviors of employees, which in turn leads to subjective career success as well as physical and psychological well-being.

Self-Efficacy and Workplace Well-Being: Understanding the Role of Resilience in Manufacturing Organizations

2020 ◽  
Vol 9 (1) ◽  
pp. 62-76
Author(s):  
Nrusingh Prasad Panigrahy ◽  
Rabindra Kumar Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Organizational Behavior ◽  
Self Efficacy ◽  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Future Research ◽  
Full Time ◽  
Positive Organizational Behavior ◽  
Manufacturing Organizations

Engaging in behavior that enhances the socio-psychological relations at the workplace provides a competitive advantage to organizations. Drawing from the emerging positive organizational behavior studies, the present research was designed to analyze the relationship between self-efficacy and resilience to promote workplace well-being. The main aim of the study was to examine the moderating role of resilience between self-efficacy and workplace well-being. About 527 full-time executives from the Indian public and private manufacturing industries participated in the study. Common method variance of the measure was carried out through one-factor test ( Podsakoff et al., 2003 ) using confirmatory factor analysis to understand the bias in responding to our questionnaire. Finally, we carried out a hierarchical regression analysis to test the interacting effect of resilience between self-efficacy and workplace well-being. The result of the study indicates a positive relationship between self-efficacy and workplace well-being. The moderation effect of resilience was also confirmed in the structural equation modeling output through LISREL. Results revealed that executives having higher self-efficacy and resilience will demonstrate a positive attitude toward workplace well-being. Self-efficacy and resilience are malleable in nature and get enriched through observation and learning. This study stands as one of the first few empirical works in positive organizational behavior studies that have been carried out on executives of manufacturing organizations in India. Hence, the findings of the study cannot be generalized beyond manufacturing organizations. The data are collected through random sampling method, hence due care need to be taken while generalizing the result in a larger population, so future research may be carried out on a large sample in diverse organizations and locations to have an appropriate comparison by addressing the effectiveness of resilience on other behavior constructs.

Discretionary HR practices and employee well-being

2019 ◽  
Vol 49 (1) ◽  
pp. 43-66 ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Structural Equation ◽  
Empirical Support ◽  
Well Being ◽  
Job Crafting ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Data Set ◽  
Content Type ◽  
Hr Practices

Purpose The more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of discretionary HR practices in promoting employee well-being as well as mechanisms underlying this effect. Design/methodology/approach The participants for the study came from retail shops of a large information technology company in Ho Chi Minh City, Vietnam. The data set collected from these participants was analyzed through multilevel structural equation modeling and bootstrapping methods. Findings The results of this study provided empirical support for the relationships between discretionary HR practices and the psychological, physical and social dimensions of employee well-being. Job crafting was found to serve as a mediator for these relationships. Abusive supervision played a role in attenuating the effects of discretionary HR practices on the dimensions of employee well-being as well as job crafting. Originality/value This inquiry extends the research stream on the HRM-employee well-being relationship by examining the predictive role of discretionary HR practices.

scholarly journals Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being

2018 ◽  
Vol 25 (4) ◽  
pp. 385-398 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Work Organization ◽  
Meaningful Work ◽  
Well Being ◽  
Self Esteem ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Full Time ◽  
Empowering Leadership ◽  
Deviant Behaviors

Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with organization-based self-esteem and meaningful work. Organization-based self-esteem led to greater organizational citizenship behaviors and fewer deviant behaviors. Perceptions of meaningful work resulted in lower levels of emotional exhaustion and higher levels of life satisfaction. Together, these findings highlight the important roles of the two psychological states explaining why empowering leadership contributes to employees’ favorable work behaviors and psychological well-being.

scholarly journals Nurturing individual job performance through psychological capital power

2021 ◽  
Vol 14 (1) ◽  
pp. 27-45
Author(s):  
Gus Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo ◽  
Yuni Candra
Keyword(s):  
Job Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Individual Performance ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Empowering Leadership ◽  
The Relationship

The overarching objectives of this inquiry are twofold: first, to investigate the relationship between proactive personality, empowering leadership, and individual job performance; second, to examine the mediating role of psychological capital on the relationship between empowering leadership and an individual's job performance. The sample consists of 215 entrepreneurs of Minang migrants in Purwokerto-Central Java, Indonesia. The Minangnese is an ethnic group in Indonesia with a high success rate of entrepreneurs, and hence there is a stigma in the society that the Minang tribe was born to be entrepreneurs. Despite the abundant literature on entrepreneurship, few have focused on the leadership style of specific ethnicities in doing business. The burgeoning popularity of entrepreneurship theory has attracted academic attention. Scholars attempt to enhance the entrepreneurship literature from various perspectives, one of which is a cultural value. Moreover, little discussion on the role of psychological capital in nurturing individual job performance is the primary motive behind the study. Data were collected using a questionnaire and analysis with Structural Equation Modeling (SEM). The results proactive personality positively influences empowering leadership. Likewise, empowering leadership determines both psychological capital and individual job performance. The study also supported the view that psychological capital mediates the relationship between empowering leadership and individual performance. The theoretical implication of this research is that psychological capital is important in building individual characters who respond to difficult conditions, so that psychological capital is a competency in improving individual performance.

scholarly journals Teacher Proactivity Influencing Student Satisfaction and Loyalty Role of Job Crafting and Work Engagement

2018 ◽  
Vol 43 (3) ◽  
pp. 125-138 ◽  
Author(s):  
Adil Zahoor
Keyword(s):  
Student Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Teaching Staff ◽  
Academic Institutions ◽  
Executive Summary

Executive Summary During the recent past, various researchers have argued that educational institutions fall within the domain of service industry ( Joseph & Beatriz, 1997 , Journal of Marketing for Higher Education, 8(2), 1–13). Consequently, service marketers have placed unprecedented attention on education sector to explore the marketing aspect of academic institutions. Furthermore, because of intensifying global competition and increasing cost of education, academic institutions are placing additional emphasis on student-related outcomes rather than merely concentrating on the skills and abilities of their graduates. In this backdrop, this study investigates the hitherto unexplored antecedents of two significant student-related outcomes (student satisfaction and loyalty), that is, proactive personality of teachers. The study also provides a possible explanation of this relationship through the mediating role of job crafting and work engagement. This would help academicians to develop broader insights into the domain of antecedents of positive student experiences. Dyads of 159 teachers from 20 universities in India were created and responses were collected on job crafting and work engagement (self-ratings) and proactive personality (peer-ratings) using a structured questionnaire. About 608 students were approached from the same universities to collect data regarding their satisfaction and loyalty. The sample universities included both central and state universities. All constructs were measured using previously developed scales. The hypothesized relationships were tested in AMOS 20 using structural equation modeling. The results evidenced a significant positive influence of teacher proactivity on student satisfaction and their loyalty. Also, job crafting and work engagement are found to significantly and sequentially mediate the relationship between teacher proactivity and student outcomes. Therefore, academic practitioners are required to place additional emphasis on proactivity of the teaching staff so as to result in positive student service experience. It is suggested that the selection and recruitment process of teaching faculty be redesigned to identify proactivity of prospective teachers.

Work Life Balance and Job Satisfaction - A Structural Equation Modeling

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 156-162
Author(s):  
Dr. D. Shoba ◽  
Dr. G. Suganthi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Life Balance ◽  
Study Results

Work-Life balance has its importance from ancient days and the concept is very old, from the day the world has been created. There was a drastic change that has occurred in the market of teachers and their personal profiles. There are tremendous changes in various families which have bartered from the ‘breadwinner’ role of traditional men to single parent families and dual earning couples. This study furnishes an insight into work life balance and job satisfaction of teachers working in School of Villupuram District. The sample comprises of 75 school teachers from Government and private schools in Villupuram District. The Study results that there is increasing mediating evidence in Work-life balance as well as Job satisfaction of teachers are not affected by the type of school in which they are working. Job satisfaction or Pleasure of life will be affected as a whole by Work life balance of an individual which is the main which can be calculated by construct of subjective well being.

How can organizations foster job crafting behaviors and thriving at work?

2020 ◽  
pp. 1-18
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Job Demands ◽  
Social Resources ◽  
Job Crafting ◽  
Equation Modeling ◽  
Bootstrap Analysis ◽  
Mediating Role ◽  
Thriving At Work

Abstract This study investigates whether the perceived opportunity to craft (POC) is related to job crafting (JC) strategies and whether these strategies are related to thriving at work, in terms of both vitality and learning. It aims to verify the mediating role of JC between POC and thriving. Data were collected from 424 accounting professionals in Canada. The structural equation modeling based on bootstrap analysis was used to test mediation. The results indicate that POC is positively related to increasing structural and social resources and challenging job demands and negatively to decreasing hindering job demands. They reveal that increasing structural and social resources enhances learning and mediates the relation between POC and vitality and learning, as do challenging job demands, whereas decreasing hindering job demands does not. This study is one of the first to confirm that POC influences vitality and learning via JC behaviors as mediators.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

The Motivating Role of Positive Feedback in Sport and Physical Education: Evidence for a Motivational Model

2008 ◽  
Vol 30 (2) ◽  
pp. 240-268 ◽  
Author(s):  
Athanasios Mouratidis ◽  
Maarten Vansteenkiste ◽  
Willy Lens ◽  
Georgios Sideridis
Keyword(s):  
Physical Education ◽  
Structural Equation ◽  
Autonomous Motivation ◽  
Well Being ◽  
Equation Modeling ◽  
School Students ◽  
Intention To Participate ◽  
Motivational Model ◽  
Intentions To Participate

Based on self-determination theory (Deci & Ryan, 2000), an experimental study with middle school students participating in a physical education task and a correlational study with highly talented sport students investigated the motivating role of positive competence feedback on participants’ well-being, performance, and intention to participate. In Study 1, structural equation modeling favored the hypothesized motivational model, in which, after controlling for pretask perceived competence and competence valuation, feedback positively predicted competence satisfaction, which in turn predicted higher levels of vitality and greater intentions to participate, through the mediation of autonomous motivation. No effects on performance were found. Study 2 further showed that autonomous motivation mediated the relation between competence satisfaction and well-being, whereas amotivation mediated the negative relation between competence satisfaction and ill-being and rated performance. The discussion focuses on the motivational role of competence feedback in sports and physical education settings.

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