Abstract The purpose of this study was to investigate the relationship between authentic leadership and organizational citizenship behavior with respect to the role of mediating job motivation among ...employees of Kerman welfare organization. The survey population included 321 employees of the welfare organization of Kerman that 210 of whom were selected as sample size. The tools used to collect the data are authentic leadership questionnaire of Avolio et al. ( 2007), organizational citizenship behavior questionnaire of Podsakoff et al. (1990) and job motivation questionnaire of Alderfer et al. (1969). Structural equations modeling is used to analyze the data and the software used is SPSS and LISREL. Regarding the final model, it can be said that the authentic leadership with a coefficient of 0.341 has a positive effect on organizational citizenship behavior and employees' job motivation has a positive effect on organizational citizenship behavior with a path coefficient of 0.279. Also, the role of mediator of employee's job motivation in the relationship between authentic leadership and organizational citizenship behavior was confirmed. Introduction Studies have shown that one of the methods to encourage employees to be involved in extra-role behavior and perform organizational citizenship behavior is through strengthening the quality of organizational leadership. In this regard, one of the newest approaches in organizational leadership is theory of Authentic Leadership which can be used as a solution for the current leadership challenges (Toor and Ofori, 2008). The Authentic leaders show their thoughts and behaviors to the employees with their openness and clarity and honesty, and encourage employees to involve in extra-role behavior by building trust in the organization and by showing altruistic behaviors (Rego et al., 2012). Therefore, the authentic leadership style can be one of the methods to encourage employees to perform voluntary behaviors, including organizational citizenship behavior. Studies have also shown that authentic leaders motivate their employees by providing an environment in which the ideas are exchanged freely and this will lead to better performance (Luthans and Avolio, 2003). On the other hand, one of the other effective factors on organizational citizenship behavior is employees’ work motivation. Studies have shown that work motivation can be used as a valuable tool to understand the causes of behavior in organizations and to predict the effects of managerial actions (Moradi et al., 2015). Therefore, it can be said that the authentic leaders can provide some conditions for happening the extra-role and voluntary behavior including organizational Citizenship Behavior by increasing the employee's work motivation. According to the above mentioned issues, the main question is whether the employee's work motivation plays a mediating role in the relationship between Authentic Leadership and organizational citizenship behavior? Materials and Methods The present applied study is descriptive-correlational. The statistical population of this study consisted of 321 employees of Welfare Organization of Kerman. Structural equation modeling was used in this study; therefore, 210 samples were selected by random sampling. And different questionnaires were used to collect data. Avolio et al.'s 16-item questionnaire (2001) which included four aspects of self-awareness, balanced processing of information, internalized moral perspective, and transparency in the relations was used to measure authentic leadership, Alderfer's 15-item ERG questionnaire (1996) which included variety of skills, job identity, job importance, job independence and job feedback was used to measure work motivation and finally, podsakoff et al.’s 15 item organizational citizenship behavior questionnaire (1990) which included altruism, responsibility, chivalry, civic virtue, and respect and reverence. Structural equation modeling was also used to analyze the data by using SPSS and LISREL software. Results The results showed the positive and significant effect of authentic leadership on organizational citizenship behavior (0.314) and work motivation (0.655) and also positive and significant effect of work motivation on organizational citizenship behavior (0.297). The results also showed that Authentic Leadership can influence Organizational Citizenship Behavior both directly and indirectly through employee's work motivation. The value of direct effect and indirect effect through work motivation equals to 0.341 and 0.194, respectively. Based on the calculations, the significant value was 0.002 for examining the medicator role of work motivation by using Bootstrap method. Therefore, the effect of mediating role of work motivation on the relationship between authentic leadership and organizational citizenship behavior was confirmed. (In the Boot strap method, if the significance level is less than 0.05, the role of the mediator is also confirmed). Discussion and Conclusion In this study, Authentic Leadership, employee's work motivation and organizational citizenship behavior were explained theoretically and then tested. In fact, the present study tried to examine the possibility of influence and determine the probable impact of authentic leadership on organizational citizenship behavior in regard to employee's motivation in employees of Welfare Organization of Kerman. The results of analysis also showed that Authentic Leadership can have positive influence on Organizational Citizenship Behavior both directly and indirectly through employee's work motivation. The value of direct effect and indirect effect through work motivation equals to 0.341 and 0.194, respectively.
Aims and objectives
To identify the aspects of working in Australian primary health care that nurses rate as the most and least satisfying.
Background
The nursing workforce in Australian primary ...health care has grown exponentially to meet the growing demand for health care. To maintain and further growth requires the recruitment and retention of nurses to this setting. Understanding the factors that nurses' rate as the most and least satisfying about their job will inform strategies to enhance nurse retention.
Design
A cross‐sectional online survey.
Method
Nurses employed in primary health care settings across Australia were recruited (n = 1166) to participate in a survey which combined items related to the respondent, their job, type of work, clinical activities, job satisfaction and future intention, with two open‐ended items about the most and least satisfying aspects of their work.
Results
Patient interactions, respect, teamwork, collegiality and autonomy were identified as the most satisfying professional aspects of their role. Personal considerations such as family friendly work arrangements and a satisfactory work–life balance were also important, overriding negative components of the role. The least satisfying aspects were poor financial support and remuneration, lack of a career path, physical work environment and time constraints. National restructuring of the primary health care environment was seen as a barrier to role stability and ability to work to a full scope of practice.
Conclusions
This study has identified a range of positive and negative professional and personal aspects of the primary health care nursing role, which may impact on staff recruitment and retention. Findings from the study should be considered by employers seeking to retain and maximise the skills of their primary health care workforce.
Relevance to clinical practice
Understanding the factors that nurses perceive as being the most and least satisfying aspects of the work is can open up dialogue about how to improve the working experience of nurses in primary health care.
Innovation is a vital element of an organization's success. Companies must implement efficient, innovative plans and policies to consistently develop novel innovations. Based on the theory of planned ...behavior, the current framework formulated the idea of entrepreneurial education, entrepreneurial mindset, and technological knowledge with entrepreneurial intention in the healthcare industry. Further, this concept comprises the mediating role of innovative work behavior and the moderating effect of entrepreneurial motivation between constructs. The study adopted a quantitative method and collected data from 529 employees working in healthcare organizations (e.g., medical services, manufacturing medical equipment, and drugs/Pharmaceutical companies). The study's findings revealed that entrepreneurial education, entrepreneurial mindset, and technological knowledge positively and significantly affect entrepreneurial intention. The mediation results show that innovative work behavior significantly affects other constructs, and entrepreneurial motivation has a significant moderating effect. The study highlighted the notable transformations in the healthcare industry by proposing the need for relevant entrepreneurial education, traits, and characteristics in accelerating business activities. The study found a link between entrepreneurial education, mindset, technological knowledge, and entrepreneurial intention. This study is helpful for managers and practitioners in executing effective strategies for innovation in healthcare companies.
Abstract
The purpose of this study is to analyze and determine the effect of adversity quotient on Employee Pe-formance Through Job Motivation as an intervening variable in the ...conventional taxi driver in Medan. The nature of this study was associative,and the type of this research was quantitative. A sample of this research are 253 conventional taxi driver in Medan. The data that has been collected through a valid and reliable questionnaire, then processed using Path analysis approach. Results of this study are (1) adversity quotient has positive effect and significant effect on the employee performance, (2) adversity quotient has positive and significant effect on job motivation, (3) Job motivation has a positive and significant effect on the employee performance, (4) Job motivation was not as a perfect mediation between adversity quotient and employee performance. .
Purpose
Why would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands from the ...self-determination theory, person–environment fit theory and conservation of resources theory to investigate the predictors of perceived person–job fit and how such a fit causes changes in interns’ job motivation over time.
Design/methodology/approach
A four-wave longitudinal study was conducted. The four waves of data obtained from over 251 interns in China were analyzed using latent growth curve modeling.
Findings
The findings demonstrate that abusive co-worker treatment moderated the impact of perceived negative social status and perceived overqualification on perceived person–job fit. Moreover, perceived person–job fit is a significant predictor of the initial level of job motivation and flattens the decrease in job motivation over time. These findings demonstrate that interns’ job motivation generally decreased over time, and perceived person–job fit may help dampen the change trajectory of job motivation.
Practical implications
This study contributes to the practice of education and organizations in hospitality and tourism management by advocating for better interventions to improve interns’ work experience and motivations. Also, organizations can create team-building opportunities and promote teamwork that contributes to the formation of cohesive relationships and improve personal bonding.
Originality/value
This longitudinal inquiry conducted in China underscores the perils of hospitality/tourism internship by synthesizing a framework based on the theoretical strands germane to person–environment fit, resource conservation and self-determination. It uncovers the dark side of internship – not only due to mismanaged internship experience, but also because it could backfire to create a demotivational spiral that may ultimately drive potential talents away from hospitality/tourism organizations and industry.
Although there is a growing understanding that college students need to develop a wide range of knowledge, skills, abilities, and personal resources for career success, it is necessary to address ...students' major expectations in their future careers. The primary purpose of this study is to explore students' career expectations by examining the relationship among critical factors: i.e., motivation, attitude, and work expectation. A sample of 529 responses was collected from students at a university in the Southwestern region of the USA. The results show that there are significant relationships between all factors. The findings of this study can help the hospitality industry and human resource managers to better understand their future employees.
The study examines the comparative investigation of job motivation, perceived job stress and job satisfaction on teacher's efficacy among public and private secondary school teachers in Ekiti State, ...Nigeria. The study adopted a descriptive design of correlational type. A Sample of two hundred hundred fifty public and private secondary school teachers were selected using a multi-stage sampling technique. Four scales were used to collect information. Eight research questions were raised and answered in the study. Data collected were analyzed using T-test and Multiple regression analysis. Results indicated that there was a significant difference in the teaching efficacy of public and private secondary school teachers; t (248) = -3.206, p < .05, there was also a significant difference in the job motivation of public and private secondary school teachers; t (248) = -2.159, p < .05, a significant difference also was observed in the perceived stress of public and private secondary school teachers; t (248) = -3.648, p < .05 and a significant difference in the job satisfaction of public and private secondary school teachers was also observed; t (248) = -2.742, p > .05. The Regression analysis revealed that there was a joint effect of the independent variables (job motivation, perceived stress and job satisfaction) on public school teachers' efficacy (R = .598, P < .05). 34.3% of the variance was accounted for by the predictor variables when taken together. The significance of the composite contribution was tested at (P < .05). Furthermore, there was also a joint effect of the independent variables (job motivation, perceived stress and job satisfaction) on private school teachers' efficacy (R = .641, P < .05). 39.4% of the variance was accounted for by the predictor variables when taken together. The significance of the composite contribution was tested at (P < .05). It is recommended from the findings of the study that the welfare of teachers who are the engine room of secondary education is very critical to their efficacy most notably in the private secondary school section. Also, Government, employers and stakeholders in the secondary education must ensure the wellness of teachers in order to facilitate the learning process towards good teaching, self-development of teachers, students and nation at large.
Purpose
This study aims to investigate the relationship between project management competency, job motivation and performance in people engaged in electronic commerce (e-commerce). A questionnaire ...was developed for e-commerce workers in various professional aspects including business strategy planning, content management and design, sales services, marketing business sales, host settings, analysis and management. A total of 299 valid questionnaires were retrieved. Multiple regression analysis was applied to the testing and analysis on important competences for project management and the factors influencing job performance.
Design/methodology/approach
In this study, the related indexes are measured mainly through appropriate questionnaire design and the questionnaires were mainly distributed among employees and managers of the e-commerce enterprises. Tables 5–1 provide the personal profiles of the e-commerce personnel. A total of 350 questionnaires were distributed and 320 questionnaires were returned. After the 320 questionnaires were sorted and categorized, 21 incompletely-filled and invalid questionnaires were excluded, for a total of 299 valid questionnaires that were returned. Based on the quantitative data obtained from the returned valid questionnaires, files were created and statistical analyzes were conducted by the computerized statistical software statistical product and service solutions 21. According to the research question and nature of this study, the present study mainly adopted statistical methods, including descriptive statistical analysis, reliability analysis, Pearson’s correlation analysis and regression analysis.
Findings
The results suggested that the project management competency of those engaged in e-commerce had a positive influence on their work performance. The capabilities in the management of integration, scope and procurement were significantly important factors identified in this study. In addition, the internal and external motivations of those engaged in e-commerce had a positive influence on work performance, and thus, facilitated their influence on the project management competency. The results and statistical analysis could be a reference in e-commerce-related business management and serve as the basis for evaluation of the training of project management competencies for those engaged in e-commerce and further improvements of human capitals and corporate competitive advantages.
Originality/value
This study used literature on project management competence and job performance as a foundation; previous studies argue that project management competence has a positive correlation with job performance. Empirical results reveal that among the e-commerce personnel, most dimensions of project management competence are significantly correlated with job performance. This study reveals that stakeholder management competence, the newly introduced 10th dimension of project management competence, is also significantly correlated with job performance. Therefore, study results reveal that project management competence has a significant positive correlation with job performance. In this study, the two constructs of internal motivation and external motivation in job motivation are introduced for use as disturbing factors. Empirical results reveal that internal motivation and external motivation have a significant positive disturbing effect with respect to the influence of cost management competence and human resource management competence on job performance. Hackman and Oldham (1975) contend that the jobs calling for a variety of skills can boost the job motivation of employees. Study results reveal that job motivation is of great importance to the influence of project management competence on job performance and can be used as the basis for improving job performance.
PDF
