scholarly journals The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling

2021 ◽  
Vol 11 (2) ◽  
pp. 39
Author(s):  
Yunho Ji ◽  
HyunJoong Yoon
Keyword(s):  
Servant Leadership ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Working Environment ◽  
Non Profit ◽  
Vocational Calling ◽  
Conditional Effect ◽  
Innovative Behaviour ◽  
The Impact ◽  
The Relationship

This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participants in NGOs. The analysis verified the hypothesis set through causal correlations among four variables using regression analysis and the PROCESS macro developed by Hayes. Vocational calling played a moderating role in the relationship between servant leadership and self-efficacy, and vocational calling had a conditional effect on the impact of servant leadership on innovative behaviour through self-efficacy. Meanwhile, self-efficacy fully mediated servant leadership and innovative behaviour. Based on the verification of the mechanism of organisational psychology-action, this study sought ways to develop the organisation of NGOs and improve the working environment.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

scholarly journals The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shaukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can help the employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering how these relationships are initiated, builds and maintains. In the line with this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is a direct relationship between mentoring functions and employee performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

De relatie tussen reflectie op het werk en innovatief gedrag van brandweerleiders: de invloed van zelfeffectiviteit, tijd en autonomie bezien

2014 ◽  
Vol 27 (3) ◽  
Author(s):  
Mirjam Brussen ◽  
Karin Sanders
Keyword(s):  
Self Efficacy ◽  
Mediating Effect ◽  
The Other ◽  
Innovative Behavior ◽  
Fire Brigade ◽  
Other Hand ◽  
Innovative Behaviour ◽  
New Ideas ◽  
The One ◽  
The Relationship

The relationship between reflection and innovative behavior of Dutch fire brigade leaders: considering the influence of self-efficacy, time for reflection and autonomy The relationship between reflection and innovative behavior of Dutch fire brigade leaders: considering the influence of self-efficacy, time for reflection and autonomy This study examines to what extent reflection on work by fire brigade leaders plays a role in the explanation of self-efficacy, autonomy and time for reflection, on the one hand, and innovative behaviour (idea creation and idea application), on the other hand. The research was conducted among Dutch fire brigade leaders during an annual fire conference (N = 109). The research showed that reflection of fire brigade leaders is positively related to discovering new ideas as well as to translating the new ideas into practice. Self-efficacy and time for reflection predict reflection as opposed to autonomy. The relationship between self-efficacy and idea creation and idea application was partly explained by reflection. Reflection had no mediating effect in the relationship between time for reflection and idea creation, as opposed to the relationship between time for reflection and idea application.

Administrative assistants’ informal learning and related factors

2016 ◽  
Vol 28 (7) ◽  
pp. 406-423 ◽  
Author(s):  
Hyun Jung Cho ◽  
Jin-Mo Kim
Keyword(s):  
Informal Learning ◽  
Causal Relationship ◽  
Self Efficacy ◽  
Job Characteristics ◽  
Factor Loading ◽  
Mediating Effect ◽  
Content Type ◽  
Administrative Assistants ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this study is to identify the causal relationship among informal learning, leader-member exchange (LMX), empowerment, job characteristics and job self-efficacy and the impact on administrative assistants in corporations. The study aims at providing information for administrative assistants who have worked with their current supervisors for more than one year in a one-to-one administrative assistant role in corporations. Design/methodology/approach To ensure the reliability and validity of the questions, statistical analysis was performed using SPSS 18.0. AMOS 18.0 was also used to estimate the causal relationship of the proposed research model. Findings The analyses show the following results. Indirect factor loading of LMX and empowerment to informal learning and direct factor loading of job characteristics and job self-efficacy were observed. In the relationship between LMX and informal learning, empowerment had a negative mediating effect and job self-efficacy had a positive mediating effect. In the relationship between empowerment and informal learning, job self-efficacy and job characteristics both had a mediating effect. However, job self-efficacy did not have a mediating effect in the relationship between job characteristics and informal learning. Originality/value When considering informal learning, planners should consider both individual characteristics and organizational characteristics. However, informal learning is not directly correlated to the impact of factors related to the executives and organization itself, but rather linked to individual and job characteristics. Hence, promoting job self-efficacy not only requires the individual efforts of employees but also a systematic strategy at the corporate level.

scholarly journals Impact of Perceived Organizational Support, Servant Leadership, Creative Self-Efficacy, and Conscientiousness on Job Boredom Via Job Crafting: A Study on Banking Sector of Pakistan

2021 ◽  
Vol 3 (3) ◽  
pp. 243-257
Author(s):  
Muhammad Yousuf Khan Marri ◽  
Rabia Jamshaid ◽  
Ramaisa Aqdas
Keyword(s):  
Servant Leadership ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Mediating Effect ◽  
Job Crafting ◽  
Negative Consequences ◽  
Creative Self ◽  
The Impact

The feeling of job boredom can impede employees’ performances but it can be improved through engaging them in job crafting activities. It is important to understand the concept of job boredom because it can lead to many negative consequences at the work place. The study attempted to investigate the impact of perceived organizational support, servant leadership, creative self-efficacy, and conscientiousness on job boredom through the mediating effect of job crafting. Data has been collected from 450 employees of Punjab and Sindh working in banking sector of Pakistan through questionnaires. The data is analyzed with the help of SPSS 22 and Smart PLS 3. The findings reveal that there is significant and positive impact of perceived organizational support, servant leadership, creative self-efficacy, and conscientiousness on job crafting. Additionally, job crafting has significant and negative impact on job boredom. However, job crafting also significantly mediate between perceived organizational support, servant leadership, creative self-efficacy, conscientiousness, and job boredom. Moreover, the study also suggests that future researchers can explore other outcomes of job crafting through which job boredom can be mitigated.

How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nasib Dar ◽  
Saima Ahmad ◽  
Wali Rahman
Keyword(s):  
Human Capital ◽  
Self Efficacy ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Content Type ◽  
Self Confidence ◽  
Innovative Behaviour ◽  
Perceived Overqualification ◽  
Creative Self ◽  
The Relationship

PurposeThis paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories, this study proposes that perceived overqualification improves innovative behaviour directly and indirectly by boosting employee creative self-confidence. It further investigates the boundary conditions imposed by perceived psychological safety in this process.Design/methodology/approachThe research utilises a quantitative research methodology through a two-wave survey of 335 employees and their 135 leaders. Moderated and mediated regression analyses were used to analyse the research data.FindingsThe results revealed that perceived overqualification promotes innovative behaviour at work directly and indirectly through its positive influence on creative self-confidence. The mediating effect of creative self-confidence in the relationship between perceived overqualification and innovative behaviour is moderated by perceived psychological safety at work, such that the relationship is stronger in a higher perceived psychological safety condition compared to when it is low.Research limitations/implicationsThis study has theoretical and practical implications for personnel management. From a theoretical perspective, it integrates human capital and self-efficacy theories to explain a mechanism through which perceived overqualification will lead to innovative behaviour in the workplace. From a managerial perspective, it mitigates the stigma associated with an overqualified workforce by suggesting that perceived overqualification can be a source of innovation at work.Originality/valueThis is the first study that examines the creative self-confidence-based mechanism in the relationship between perceived overqualification and innovative behaviour at work. It also explores the moderating role of psychological safety in this relationship.

scholarly journals Do Servant Leadership Self-Efficacy and Benevolence Values Predict Employee Performance within the Banking Industry in the Post-COVID-19 Era: Using a Serial Mediation Approach

2021 ◽  
Vol 11 (4) ◽  
pp. 114
Author(s):  
Tasmeer Mujeeb ◽  
Noor Ullah Khan ◽  
Asfia Obaid ◽  
Guiling Yue ◽  
Hanieh Alipour Bazkiaei ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Self Efficacy ◽  
Structural Equation ◽  
Banking Industry ◽  
Employee Performance ◽  
Equation Modeling ◽  
Quantitative Methodology ◽  
Serial Mediation ◽  
The Impact ◽  
The Relationship

Globally, the COVID-19 pandemic has brought significant implications to the workplace and highly impacted employee performance in every organization. In contemporary research, the scholars agree that leadership is one of the critical antecedents to predict employee performance in organizations. However, research is needed to investigate the mediating role of integral factors such as benevolence values (BV) and self-efficacy (SE) in predicting employee performance in the workplace. This study aimed to investigate the impact of key antecedents on employee performance in the banking industry. The findings reveal that the key antecedents, e.g., servant leadership (SL), self-efficacy (SE), and benevolence values (BV), have a direct positive relationship with employee performance (EP). Moreover, multiple indirect paths were tested, including serial mediation. This study used a quantitative methodology based on the positivist paradigm. A sample of 560 employees was randomly chosen. A survey questionnaire was distributed among them, and 400 were returned with a response rate of 70%, and the clean data of 400 employees was used for data analysis. The structural equation modeling (SEM) technique was employed using Smart PLS 3.3.3 software. The results confirmed that both SE and BV mediate the relationship between SL and EP. Likewise, BV mediates the relationship between SE and EP, and SE mediates the relationship between SL and BV. Finally, in serial mediation, the relationship between SL and EP is also established via SE and BV together as mediators.

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