Three ethics program components, a code of ethics, ethics training initiatives and ethics-oriented performance appraisal content, were examined for their relationship to ethical intent using a sample of 525 employees from the Spanish financial services industry. As expected, all three components contributed to the prediction of ethical intent. Importantly, clusters of employees who reported experiencing distinct combinations of the program components were identified and compared for their level of ethical intent. Employees who perceived all three components to be strongly (...) implemented reported significantly higher levels of ethical intent relative to those who viewed the components as either all weakly implemented or not present. Combinations including training initiatives plus one other element had a similar impact to the fully implemented approach. Contrary to expectations, ethics-oriented performance appraisal content did not relate more strongly to ethical intent than codes of ethics. (shrink)

For many decades, researchers have explored the true potential of human achievement. The expertise field has come a long way since the early works of de Groot (1965) and Chase and Simon (1973). Since then, this inquiry has expanded into the areas of music, science, technology, sport, academia and art. Despite the vast amount of research to date, the capability of study methodologies to truly capture the nature of expertise remains questionable. Some considerations include (i) the individual bias in the (...) retrospective recall of developmental activities, (ii) the ability to develop ecologically valid tasks, and (iii) difficulties capturing the influence of confounding factors on expertise. This article proposes that expertise research in electronic sports (esports) presents an opportunity to overcome some of these considerations. Esports involves individuals or teams of players that compete in video game competitions via human-computer interaction. Advantages of applying the expert performance approach in esports include (i) developmental activities are objectively tracked and automatically logged online, (ii) the constraints of representative tasks correspond with the real-world environment of esports performance, and (iii) expertise has emerged without the influence of guided systematic training environments. Therefore, this article argues that esports research provides an ideal opportunity to further advance research on the development and assessment of human expertise. (shrink)

Workplace compassion is one of the cornerstone remedies to employees’ suffering. Compassionate acts will directly affect the job performance of employees. This research study looks at the analysing...

During the COVID-19 pandemic, business managers are facing many challenges from a severe challenge. Many organizations have changed their original management mode and organizational behavior to improve employees’ organizational citizenship behavior, thus reducing their sense of anxiety and incapability. Thereinto, job performance of the employees also affects the growth and development of the organization. To explore how to fragment employees’ positive psychology and job performance, this study discusses the influence on employees’ subjective wellbeing and job performance from (...) relevant factors at the organizational and individual levels. Also, to explore the influence of organizational support and occupation self-efficacy on job performance and the mediating role of subjective wellbeing during COVID-19, a total of 618 valid questionnaires were collected from all walks of life in 2020. Hypotheses were tested by structural equation modeling and Bootstrap technology. The results show that: Professional self-efficacy and subjective wellbeing have a significant positive impact on job performance; Subjective wellbeing plays a complete mediating role between organizational support and job performance, and subjective wellbeing plays a partial mediating role between professional self-efficacy and job performance; Compared with the sense of organizational support, the positive effect of self-efficacy on job performance is more significant. (shrink)

Technostress is evolving as an imperative area of academic research amid the “new normal” settings of working remotely. Research has investigated the relationships between technostress and job outcomes and proposed individual- and organizational-level approaches to manage it. However, insights into the influence of dynamic personality differences on this relationship are limited. This study ties the concept of self-efficacy to the transactional model of stress and coping, and investigates to what extent computer and social self-efficacy moderate the relationships between technostress creators (...) and frontline employee’s job performance. Findings shift the focus from the negative aspects of technostress and outcomes to both positive and negative aspects. This study’s contributions and implications for theory and practice are discussed. (shrink)

With the increasing demand for ethical standards in the current business environment, ethical leadership has received particular attention. Drawing on self-verification theory and social exchange theory, this study investigated the effect of leaders’ core self-evaluation on the display of ethical leadership and the moderating role of employees’ exchange ideology in the relationship between ethical leadership and employees’ job performance. Consistent with the hypotheses, the results from a sample of 225 dyads of employees and their immediate leaders showed a positive (...) relationship between leaders’ core self-evaluation and ethical leadership. Moreover, the results showed that ethical leadership mediates the effects of leaders’ core self-evaluation on employees’ job performance. Furthermore, we found that employees’ exchange ideology moderates the relationship between ethical leadership and job performance. The theoretical and practical implications of these findings are discussed. (shrink)

The novel coronavirus disease that emerged at the end of 2019 began threatening the health and lives of millions of people after a few weeks. However, social and economic problems derived from COVID-19 have changed the development of individuals and the whole country. This study examines the work conditions of Taiwanese versus mainland China employees, and evaluates the relationship between support mechanisms and subjective wellbeing from a social cognitive career theory perspective. In this study, a total of 623 Taiwanese questionnaires (...) and 513 mainland China questionnaires were collected to compare the two sample groups in terms of the development of employees’ subjective wellbeing. The results show that the Taiwanese sample had more significant development paths compared to mainland China employees in terms of prior knowledge, perceived organizational support, self-efficacy, employee employability, subjective wellbeing, and job performance. Finally, based on the conclusions, this study proposes some specific suggestions on theoretical mode for future studies. (shrink)

Drawing from research on ethical leadership, psychological capital, and social learning theory, this study investigated the mediating effects of goal congruence and psychological capital in the link between supervisors’ ethical leadership style and followers’ in-role job performance. Data captured from 171 employees and 24 supervisors showed that ethical leadership has a positive effect on followers’ in-role job performance, yet this effect is explained through the role of psychological capital and follower–leader goal congruence, providing evidence of mediation. These findings (...) have significant implications for research and practice. (shrink)

Although humility is a hallmark of many beloved and respected leaders, yet little is known about the impact of humble leadership on employee job performance. Drawing on social exchange theory and attribution theory, the current study suggests a moderated mediation model to elucidate how and when humble leadership encourages follower job performance. Analyses of multilevel, multisource data from 204 subordinates and 68 supervisors showed that humble leadership and employee job performance via supervisor–subordinate guanxi is moderated by perceived (...) leader integrity, such that the indirect and positive relationship between humble leadership and employee job performance via supervisor–subordinate guanxi would be strengthened when perceived leader integrity is high rather than low. Theoretical and practical implications as well as limitations and future directions are discussed. (shrink)

With the intensification of COVID-19 epidemic, it becomes prominent to discuss the issue about the influence of psychological contract breach on job performance of new generation of employees. Based on social exchange theory, fairness theory, and conservation of resource theory, this study constructed a relationship model between psychological contract breach and job performance of new generation of employees with considering the mediating effect of job burnout and the moderating effect of past breach experience. Our hypotheses were tested using (...) data from 235 respondents working in Yunnan Province, China. The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative relationship between psychological contract breach and job performance of new generation of employees, and past experience of breach positively moderated the negative relationship between psychological contract breach and job performance of new generation of employees; third, in the grouped sample of non-state-owned enterprises, job burnout did not play a significant mediating role in the relationship between psychological contract breach and job performance of new generation of employees, and past breach experience did not play a significant moderating role in this relationship. These findings uncover the psychological mechanism underlying work performance of new generation of employees, and also provide useful theoretical reference for management practices of new generation of employees among different natures of enterprises. (shrink)

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating (...) role of job satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance. (shrink)

Do philosophic views affect job performance? The authors found that possessing a belief in free will predicted better career attitudes and actual job performance. The effect of free will beliefs on job performance indicators were over and above well-established predictors such as conscientiousness, locus of control, and Protestant work ethic. In Study 1, stronger belief in free will corresponded to more positive attitudes about expected career success. In Study 2, job performance was evaluated objectively and independently (...) by a supervisor. Results indicated that employees who espoused free will beliefs were given better work performance evaluations than those who disbelieve in free will, presumably because belief in free will facilitates exerting control over one’s actions. (shrink)

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover (...) intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes. (shrink)

Building on conservation of resource (COR) theory, this study adds to the business ethics literature by examining how employees' religiousness might help them cope with a stressful work environment. In doing so, this study examines the differential effects of challenge and hindrance stressors on employees’ job performance and their helping behaviors; and the moderating role of religiousness in this process. Findings from a multisource and three-wave survey data, collected from dyads of employees and their supervisors in Pakistan-based organizations, indicate (...) that challenge stressors positively predict employees' job performance; however, the link between challenge stressors and helping behavior was not significant. Religiousness invigorates both these relationships such that the employees with high religiousness exhibit higher job performance and helping behavior when confronted with challenging stressors. In contrast, hindrance stressors had a negative effect on employees' job performance and their propensity to engage in helping behaviors. Religiousness mitigates this negative effect of hindrance stressors such that the effect is weaker for employees who can draw strength from their religiousness. Finally, this paper discusses the theoretical and practical implications of the study’s findings and offers directions for future research. (shrink)

Although many studies have linked job attitudes and intentions to aspects of in-role and extra-role job performance, there has been relatively little attention given to such job responses in the context of employees’ ethical/unethical behavior. The purpose of this study was to investigate a possible relationship between positive job response (conceptualized as job satisfaction and intention to stay) and behavioral ethics. Ninety-two matched manager-employee pairs from a regional branch of a large financial services and banking firm completed survey instruments, (...) with each employee providing information about his or her job attitudes and intentions and each manager assessing the ethical/unethical performance of his/her employees. Respondents also provided additional information required for our analyses. The results indicated that positive job response among subordinates was associated with higher supervisory ratings of the subordinates’ ethical job performance. The managerial implications of the findings for managing ethical behavior are explored. (shrink)

Past research suggests that spiritual leadership plays a pivotal role in enhancing employee job performance, yet we have little understanding of how and when spiritual leadership enhances employee job performance. The present study explores how and when spiritual leadership promotes job performance by examining relational energy as a mediator and leader integrity and relational energy differentiation as boundary conditions. We tested the theoretical model with data gathered across three phases over 12 months from 497 employees and their (...) supervisors in 108 groups. Results showed that the positive relationship between spiritual leadership and job performance was mediated by relational energy. Moreover, we found that leader integrity amplified the mediated relationship between spiritual leadership and employee job performance via relational energy. In contrast, relational energy differentiation weakened this mediated relationship. (shrink)

This study investigated the impact of transformational leadership on affective organizational commitment and job performance with the mediating role of employee engagement. This study gathered data from 845 hotel employees in China and the structural equation modeling technique was used to verify the results. The findings indicated that transformational leadership has a positive effect on affective organizational commitment and job performance. Meanwhile, results showed that employee engagement partially mediates in the relationship between transformational leadership, affective organizational commitment, and (...) job performance. This study contributes to the research on transformational leadership in the Chinese hospitality sector and analyzes its effects on work performance metrics. Furthermore, theoretical and practical implications were also discussed in this article. (shrink)

This work explored the mediating effects of affective commitment on transformational leadership and job performance and job insecurity on transformational leadership and affective commitment. Meanwhile, the inter-relationships between the four verified the mediating effect of affective commitment, including job insecurity. The results were as follows: transformational leadership and job performance were positively related. Transformational leadership was proportional to an emotional commitment. The affective commitment had a positive impact on job performance. Transformational leadership indirectly positively affected job (...) class='Hi'>performance through the intermediary effect of affective commitment. Transformational leadership regulated affective commitment through job insecurity. The more job security employees have, the higher the impact of transformational leadership on affective commitment; the lower the contrary. (shrink)

The objective of this study is to examine the effect of corporate social responsibility perception (CSRP) on job performance through the mediating role of work attitude (job satisfaction and employee commitment), and the moderating roles of income level. Survey data were collected from 626 employees who are working in small and medium enterprises in Vietnam. Results from the partial least squares structural equation modelling (PLS-SEM) using the SmartPLS 3.0 program showed that employees' CSR perception is positively related to job (...) performance. Besides, this relationship was partially mediated by job satisfaction and employee commitment. Additionally, the interaction effect analysis also confirmed that the positive relationship between CSR perception and work attitude will increase significantly in higher-income employees than low-income employees. Furthermore, employees with more experience tended to have more performance than employees with less experience. This finding implied that managers should develop appropriate CSR to enhance employees' positive work attitudes and behaviours. (shrink)

There has been limited research investigating the effects of the recognition form of respect between leaders and their followers within the organisation literature. We investigated whether mutual recognition respect was associated with follower job performance and well-being after controlling for measures of liking and appraisal respect. Based on data we collected from 203 matched leader–follower dyads in the Insurance industry in Malaysia, we found mutual recognition respect predicted both follower job performance and well-being. Significantly, appraisal respect was only (...) found to be positively associated with job performance. Our findings suggest mutual recognition respect is an important form of respect in workplace relationships that can bring benefits to both the individual and the organisation. (shrink)

Employees' emotions have an important effect on their job performance, thus leaders can influence subordinates' emotions through emotional contagion and emotional appeal and ultimately affect their job performance. Based on the affective events theory, this study examines the impact of emotional leadership on the subordinates' job performance, the mediating role of subordinates' positive emotions, and the moderating role of susceptibility to positive emotion. Hierarchical regression analysis of 362 valid questionnaires showed that: (1) emotional leadership has a significant (...) positive effect on subordinates' job performance; (2) subordinates' positive emotion partially mediated the relationship between emotional leadership and subordinates' job performance; (3) subordinates' susceptibility to positive emotion positively moderated the relationship between emotional leadership and positive emotions, i.e., the higher the subordinates' susceptibility to positive emotion, the greater the effect of emotional leadership on their positive emotions. This study validates affective events theory, deepens the understanding of the influence mechanism and boundary conditions of emotional leadership on subordinates' job performance, and provides some references for employee performance management. (shrink)

PurposeHappiness has been the most important goal for humans throughout history and is a significant issue among university lecturers facing a rapid digital technology change. It is usually described as a well-being state, feeling satisfied and contented, consisting of positive happenings in an individual’s life concerning the social, spiritual, economic, psychological, and physiological spheres. This research examines the relationship between happiness, attitudes toward technology, and lecturers’ job performance in higher education.Design and MethodologyThis research design was a cross-sectional design that (...) asked the respondents from lecturers of Institut Teknologi Bandung, one of the best universities with technology-based education in Indonesia, to complete a group of well-validated questionnaires. The questionnaires mentioned earlier include the Oxford Happiness Questionnaire and three other newly constructed questionnaires, made to measure attitude toward digital technology, job satisfaction, and job performance.FindingsThis research confirmed that happiness fully mediated the relationship between attitude toward digital technology and job performance. Additionally, this research also confirmed that happiness partially mediated the relationship between job satisfaction and job performance. These results implied that a positive attitude toward digital technology and higher job satisfaction would lead to happier lecturers who increase their job performance.OriginalityThis study suggests that a positive attitude toward technology has a higher impact than job satisfaction as determinant factors of happiness and its association with lecturers’ job performance such as universities, especially Institut Teknologi Bandung as a technologically advanced workplace environment. Additionally, the Oxford Happiness Questionnaire framework, frequently used in studies of other countries, is now being used in the context of an Indonesian case study, precisely to measure happiness among lecturers in Indonesian higher education. (shrink)

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. (...) We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection. (shrink)

The effect of authentic leadership and leader competency on employee job performance has received growing attention in the past decades; however, few studies have simultaneously integrated these two leadership perspectives. We have thus developed a mediated moderation model to test the interactive effect of authentic leadership and competency on followers’ job performance through work engagement. Based on a sample of 248 subordinate–supervisor pairs, hierarchical regression analyses reveal that authentic leadership positively relates to followers’ task performance and organizational (...) citizenship behavior ; leader competency moderates the relationship between authentic leadership and OCB; and followers’ work engagement mediates the main effect of authentic leadership and the interactive effect of authentic leadership and competency on followers’ task performance and OCB. All the three results are consistent with our hypotheses. (shrink)

Background Ethical nurse leaders play a pivotal role in helping their nurse employees deliver high-quality healthcare services. However, we still lack a comprehensive understanding of the mediating and moderating mechanisms by which ethical leadership improves job performance. Purpose This study aims to investigate: (1) whether ethical leadership would enhance nurses’ job performance; (2) whether learning goal orientation acts as a mediator; and (3) whether co-worker support operates as a moderator. Participants and research context We collected two-wave data from (...) 218 nurses working in hospitals located in Jiangsu, China. Research design A time-lagged study based on an online survey design was utilized for data collection between September 2022 and January 2023. PROCESS Model 5 was employed to test the research hypotheses. Ethical considerations We obtained ethics approval from the University Ethics Committee. The nursing participants were assured that their survey responses were completely anonymous. Results and discussion Ethical leadership is not significantly correlated with job performance. However, ethical leadership has an indirect impact on nurses’ job performance through the mediator (learning goal orientation). Moreover, co-worker support moderates the relationship between ethical leadership and job performance. Conclusion The conceptual model provides us with a fine-grained understanding of the relationship between ethical leadership and nurses’ job performance. We highlight the mediating role of learning goal orientation and the moderating role of co-worker support. We suggest that healthcare organizations should devote more efforts to promoting ethical leadership, co-worker support, and learning goal orientation. (shrink)

This study attempts to examine the direct impact of corporate social responsibility initiatives on employees’ job performance and the indirect relationships between CSR initiatives on employees’ job performance via industrial relations climate and psychological contract fulfillment. Data were collected from 764 supervisor–subordinate dyads and 271 middle managers from 85 companies. Using a multilevel approach, the results showed that organizational-level CSR was positively related to employees’ job performance. Moreover, the industrial relations climate and psychological contract fulfillment played mediating (...) effects between CSR initiatives and job performance. This study provides novel theoretical evidence for why and how CSR initiatives improve job performance. Theoretical and practical implications for implementing CSR initiatives are discussed. (shrink)

Over the last decades, various predictors have proven relevant for job performance [e.g., general mental ability, broad personality traits, such as the Big Five]. However, prediction of job performance is far from perfect, and further potentially relevant predictors need to be investigated. Narrower personality traits, such as individuals' character strengths, have emerged as meaningfully related to different aspects of job performance. However, it is still unclear whether character strengths can explain additional variance in job performance over (...) and above already known powerful predictors. Consequently, the present study aimed at examining the incremental validity of character strengths as predictors of job performance beyond GMA and/or the Big Five traits and identifying the most important predictors of job performance out of the 24 character strengths, GMA, and the Big Five. Job performance was operationalized with multidimensional measures of both productive and counterproductive work behavior. A sample of 169 employees from different occupations completed web-based self-assessments on character strengths, GMA, and the Big Five. Additionally, the employees' supervisors provided web-based ratings of their job performance. Results showed that character strengths incrementally predicted job performance beyond GMA, the Big Five, or GMA plus the Big Five; explained variance increased up to 54.8, 43.1, and 38.4%, respectively, depending on the dimension of job performance. Exploratory relative weight analyses revealed that for each of the dimensions of job performance, at least one character strength explained a numerically higher amount of variance than GMA and the Big Five, except for individual task proactivity, where GMA exhibited the numerically highest amount of explained variance. The present study shows that character strengths are relevant predictors of job performance in addition to GMA and other conceptualizations of personality. This also highlights the role of socio-emotional skills, such as character strengths, for the understanding of performance outcomes above and beyond cognitive ability. (shrink)

Many previous studies have documented the detrimental effects of social loafing on others (_inter_personal impacts) at the between-person level. However, social loafing may carry underappreciated _intra_personal functional effects at the within-person level. Our research develops a novel theoretical framework to investigate _when_ and _how_ engaging in social loafing enhances one’s job performance. Drawing on the effort-recovery model and moral cleansing theory, we propose that social loafing may improve subsequent job performance by enhancing recovery and guilt. Specifically, we argue (...) that among employees who experience higher job demands or have higher moral identity, social loafing in the morning enhances their job performance in the afternoon by facilitating recovery or guilt in the morning. Two-wave daily data collected across ten consecutive workdays using the experience sampling method (ESM) supports this model. We discuss how this research identifies a functional basis for social loafing and provides implications for research and practice. (shrink)

The current study strives to examine the determinants of employee innovative work behavior and job performance. Therefore, an integrated research model is developed with the help of paternalistic leadership style and job embeddedness theory to investigate employee behavior toward innovative work behavior. The research model is extended with the moderating effect of environmental dynamism between the relationship of innovative work behavior and employee job performance. Data were collected from 411 employees working in small medium enterprises. For inferential analysis, (...) the structural equation modeling technique is used. Results of the structural equation modeling revealed that altogether paternalistic leadership style and factors underpinning job embeddedness theory have explained 52.1% of the variance in employee innovate work behavior. The findings of this research suggest that managers and policy makers should focus on benevolent leadership, moral leadership, and on-the-job embeddedness to boost employee job performance and innovative work behavior. (shrink)

Based on the job demands-resources model, this study explored the relationships of work engagement, job performance and psychological capital in industry employees. A total of 399 IT programmers were recruited and completed the work engagement scale, knowledge employee job performance scale and psychological capital questionnaire. The results showed that: There is a relationship between work engagement and job performance, which may not be linear but inverted U-shaped, and psychological capital plays a moderating role in the inverted U-shaped (...) relationship between work engagement and job performance. (shrink)

This book offers practical advice for legal professionals to optimize cognitive fitness and protect their brain from the damaging effects of chronic stress. Drawing on the latest research in neuroscience and psychology, it provides actionable information to help readers thrive amidst the demands and stressors of the legal profession.

Sustainability managers represent a key stakeholder in implementing and diffusing sustainability initiatives. However, there is a significant gap in the literature examining the impact of greenwashing on sustainability managers. This research examines the effects of greenwashing on sustainability managers' job satisfaction, commitment, turnover intentions, and job performance from a social identity/person–organization (P‐O) fit perspective. Our sample consists of practicing sustainability managers (n = 125) in high‐ (77%) or mid‐level (23%) positions. Results indicate that perceived greenwashing negatively affects the attitudinal (...) outcomes and job performance of sustainability managers. The results also indicate that for sustainability managers whose social responsibility identity is higher than that of their firm, greenwashing has a significant association with lower satisfaction and job performance and higher intentions to leave. However, for managers whose social responsibility identity is lower than that of their firm, employer greenwashing had no effect on the sustainability managers' attitudes, even though they recognized their own poor job performance. The cumulative effect may be a situation in which managers in the best position to enhance a firm's CSR leave the firm, and vice versa. (shrink)

This study examines the effects of leader emotional intelligence, leadership styles, organizational commitment, and trust on job performance. A questionnaire was administered to the participants, who were real estate brokers in Kaohsiung City. Of the 980 questionnaires administered, 348 valid responses were received, indicating an effective response rate of 35.5%. Structural equation modeling was used for the analysis. The results show that leader emotional intelligence has a significant and positive effect on trust in supervisors, and transformational leadership and trust (...) within a team have significant and positive effects on job performance. In addition, organizational commitment has a significant and positive effect on job performance. Trust within a team mediates the significant and positive effect of leader emotional intelligence on job performance. Although transactional leadership has no direct, positive, and significant effects on employee job performance, trust in the workplace shaped by a leader’s leadership style will empower a team’s spirit and boost their morale, thereby indirectly affecting their job performance in a positive manner. (shrink)

Extant literature has documented mixed findings concerning the relationship between abusive supervision and employee performance. While most studies show a negative relationship, others reveal that abusive supervision can be motivating and performance-enhancing, and still others find no effect. To advance our understanding of this relationship, the present study examines employees’ objective and quantifiable key performance indicators (KPIs) as an outcome, while investigating employment contract type as a critical boundary condition. This study also explores an alternative outcome of (...) abusive supervision by examining whether its effects extend to employees’ behavior towards customers, specifically in the form of customer-directed sabotage. A two-wave multi-source field study was conducted with 1,331 customer service representatives from 139 call-center teams. Findings suggest an alarming phenomenon: for probationary employees, an inverted U-shaped relationship exists between abusive supervision and employees’ KPIs, such that low to moderate levels of abusive supervision increase, but moderate to high levels of abusive supervision decrease, their job performance. For permanent employees, KPIs are less affected by abusive supervision. However, abusive supervision is positively related to employees’ customer-directed sabotage behavior, and this effect is stronger for permanent (vs. probationary) employees. The theoretical and practical implications of the findings for leadership and business ethics are discussed. (shrink)

With the fantastic features of smartphones, smartphone addiction is a prevalent phenomenon. However, there is a lack of theory-based understanding of how smartphone addiction affects employees’ personal and work lives. The purpose of this study is to investigate the role of smartphone addiction in reinforcing techno exhaustion and life invasion and the final effects of these factors on job performance, and this study applied stress–strain-outcome (SSO) as the foundation of the model. In total, 475 responses were obtained from office (...) and service workers in Iran by a survey. Our findings show that smartphone addiction leads to enhancement in job performance, whereas it significantly strengthens life invasion and techno exhaustion, and thereby life invasion and techno exhaustion dramatically reduce job performance. Our findings indicate the two-sided role of direct and indirect effects of smartphone addiction. Implications for both organizations and employees are discussed. • Stressor-strain-outcome framework is utilized to examine smartphone addiction. • Smartphone addiction leads to enhancement in job performance. • Smartphone addiction significantly strengthens life invasion and techno exhaustion. • Life invasion and techno exhaustion dramatically reduce job performance. • The negative indirect effects of smartphone addiction are more powerful than its positive direct influence. (shrink)

Greed is one of the most common features of human nature, and it has recently attracted increasing research interest. The aims of this paper are to provide one of the first empirical investigations of the effects of greed on job performance and to explore the mediating role of the need for social status and perceived distributive justice. Using a working sample (N = 315) from China, the current study found that greed promoted both task and contextual performance through (...) the intermediary effect of the need for social status. At the same time, greed inhibited both types of performance through perceived distributive justice. These results confirmed our hypothesis that greed is a double-edged sword with opposite effects on one’s performance. The findings suggest that organizations should both address greedy employees’ social status concerns and ensure that they are treated fairly so that organizations can fully utilize the talents of greedy people and channel their energy in a beneficial direction. (shrink)

Humility and modesty are both emphasized in Eastern and Western societies. However, people usually conflate them in everyday usage. To reduce the confusion of the two constructs, it is very vital to carefully differentiate the two constructs and examine whether they lead to similar or different effects on job performance. In this study, we scrutinized the effects of the two constructs on four dimensions of job performance simultaneously, including task performance, citizenship behavior, unethical pro-organizational behavior, and innovative (...) behavior. Using a dataset of 239 employees and 77 supervisors, we showed that modesty is not related to task performance and voicing, but that it is positively related to unethical pro-organizational behavior and negatively related to helping and innovative behavior. In contrast, we showed that humility is negatively related to unethical pro-organizational behavior and positively related to task performance, helping, voicing, and innovative behavior. Our findings reveal that modesty and humility can lead to very divergent work outcomes. The results strongly support the idea that modesty and humility are distinct constructs embedded in separate nomological networks and strongly suggest that organizations should encourage employees’ humility rather than modesty. The theoretical and practical implications of this work are discussed. (shrink)

BackgroundValue-driven career attitude is considered a dimension of a protean career attitude. Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.MethodsA self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose (...) Cochran’s formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.ResultsBy analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.ConclusionThis study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs. (shrink)

Background: As one of the main participants in health care, nurses are esteemed an important driving force for the vigorous health care development. Studies report that nurses’ proactive personality has positive effects on their job performance; however, this relationship acquires further understanding.Objective: A cross-sectional study was performed to explore the relationship between nurses’ proactive personality and job performance; the mediating role of nurses’ competency and work engagement in this relationship was also evaluated.Methods: The study was performed in a (...) large third-degree general hospital in October 2019, Xi’an, PR, China. A sample of 246 nurses participated in this cross-sectional study. Proactive personality was assessed with the Proactive Personality Questionnaire, job performance was assessed by Heilman three-item measurements, nurse competence was estimated with Nurse Competency Scale, and work engagement was assessed with the Utrecht Work Engagement Scale. The structural equation model was used to test the main hypotheses.Results: Structural equation model analysis revealed that work engagement partially mediated the association between proactive personality and job performance. The serial two-mediator model which was used to explore the association between proactive personality and job performance through competency and work engagement, in sequence, was demonstrated.Conclusion: This study demonstrates that work engagement partially mediated the association between nurses’ proactive personality and their job performance. The serial two-mediator model demonstrated that proactive personality was associated with job performance via competency and work engagement. This study also revealed the critical role of nursing managers in understanding the nurses’ proactive personality, which would facilitate them to enhance the latter’s competency and promote their work engagement. All these will in turn constantly improve the overall quality of nursing and advance professional development of nursing and benefits for patients. (shrink)

Leisure time is a time frame which is not included in work and study, does not require any social responsibilities and can be used by a person's own will and voluntarily. An individual manages this time through various recreational activities with his own preference and tendencies. The teaching profession is a special service area. The aim of this study is to determine how teachers, who are affected by negative conditions such as stress, fatigue and monotony in business life, make use (...) of leisure time, and the effects of activities they participate on life happiness and job performance. For this purpose, 1604 teachers working in Karesi and Altıeylül districts in Balıkesir province constitute the target population of the study. According to the sample calculation (0.05 error margin), it has been found sufficient to conduct surveys with 310 teachers. A questionnaire has been applied to 450 teachers and 400 questionnaires have been evaluated. In the study, Recreation activities participation form has been used to collect data, the Oxford Happiness Questionnaire has been used to measure the happiness of the participants and the scale developed by LIT (Lamar Institute of Tecnology, 2009) has been used for performance.According to the findings of the study, it has been determined that the teachers are more interested in activities in the 'other activities' category such as video games, chess, watching television, surfing on the internet, board and card games, magazines and newspapers, attending club meetings, there is a weak positively relationship between recreation activities and happiness and happiness affects job performance. (shrink)

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep (...) problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation. (shrink)

The present study investigated the configuration effect of human capital, social capital, and psychological capital on job performance. The human capital questionnaire, social capital scale, psychological capital scale, and job performance scale were used to survey 458 employees. Results revealed that four antecedent configurations could achieve high task performance, and three antecedent configurations can achieve high contextual performance. The high job performance driving path was characterized by “all roads lead to Rome.” Human capital, social capital, (...) and psychological capital affected job performance in the form of configuration, which reflected the asymmetric causal relationship. (shrink)

Although the dominant view in the literature suggests that work-related anxiety experienced by employees affects their behavior and performance, little research has focused on how and when leaders’ workplace anxiety affects their followers’ job performance. Drawing from Emotions as Social Information theory, we propose dual mechanisms of cognitive interference and emotional exhaustion to explain the relationship between leader workplace anxiety and subordinate job performance. Specifically, cognitive interference is the mechanism that best explains the link between leader workplace (...) anxiety and follower task performance, while emotional exhaustion is the mechanism that best explains the link between leader workplace anxiety and follower contextual performance. Additionally, we examine how follower epistemic motivation serves as a boundary condition for the effect of leader anxiety on follower performance outcomes. Results from a 2-wave study of 228 leader-follower dyads in a high-tech company mostly supported our theoretical model. We conclude the study with a discussion of the theoretical and practical implications of our findings. (shrink)