scholarly journals Effect of Attainment Value and Positive Thinking as Moderators of Employee Engagement and Innovative Work Behaviour

2020 ◽  
Vol 6 (3) ◽  
pp. 69 ◽  
Author(s):  
Peerapong Pukkeeree ◽  
Khahan Na-Nan ◽  
Natthaya Wongsuwan
Keyword(s):  
Employee Engagement ◽  
Human Resource ◽  
Statistical Significance ◽  
Positive Thinking ◽  
Cross Sectional ◽  
Resource Officers ◽  
Human Resource Officers ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design

Influences of attainment value and positive thinking were assessed as moderators of employee engagement and innovative work behaviour. A cross-sectional design was utilised with questionnaires submitted to 348 human resource officers to test the proposed relationships. SPSS 21 and PROCESS macro 3.1 were used for statistical analysis. Results revealed that positive thinking effectively moderated attainment value and employee engagement with regard to innovative work behaviour with statistical significance. Results can be utilised by managers and human resource departments to promote and support innovative work behaviour. Moreover, employees should be encouraged and motivated to perceive attainment value through positive thinking. Findings contribute to the literature on employee engagement and innovative work behaviour by highlighting that attainment value and positive thinking act as moderators that promote employee engagement and innovative work behaviour.

Effect of employees’ work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khahan Na-Nan ◽  
Apiwat Arunyaphum
Keyword(s):  
Knowledge Sharing ◽  
Work Engagement ◽  
Design Methodology ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design ◽  
Practical Implications

Purpose The purpose of this paper is to explore the influences of work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour. Design/methodology/approach A cross-sectional design study was used, and questionnaires were submitted to 385 engineers to test the proposed relationships. AMOS 21 and PROCESS macro 3.1 were used for statistical analysis. Findings The results revealed that work engagement and knowledge sharing were partially mediated by empowering leadership and innovative work behaviour. Practical implications The results of the study can be used by leaders for promoting and supporting innovative work behaviour in the organisation. Moreover, employees should be supported and enhanced to learn continuously under the consultation of the leaders. Originality/value The findings contribute to the literature on empowering leadership and innovative work behaviour by highlighting that work engagement and knowledge sharing act as mediators to empower leadership and enhance innovative work behaviour.

An innovative work behaviour-enhancing employability model moderated by age

2018 ◽  
Vol 42 (1/2) ◽  
pp. 143-163 ◽  
Author(s):  
Jol M.M. Stoffers ◽  
Béatrice I.J.M. Van der Heijden
Keyword(s):  
Predictive Validity ◽  
Structural Equation ◽  
Cross Sectional ◽  
Content Type ◽  
Supervisor Ratings ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design ◽  
The Relationship ◽  
Employee Age

Purpose This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible moderating effects of age. Design/methodology/approach Data have been collected from 487 pairs of employees and their immediate supervisors who worked in 151 SMEs. Structural equation modelling (SEM) has been used to investigate the predictive validity of employability on innovative work behaviour using a multi-source approach. The moderating effect of employee age on the relationship between, on the one hand, self-ratings and supervisor ratings of employability, and, on the other hand, innovative work behaviour has been tested using multi-group SEM. Findings Results suggest that self-rated employability correlates positively with supervisor-rated innovative work behaviour, and that supervisor-rated employability correlates positively with self-rated innovative work behaviour. Age appeared to have a weak influence on the relationship between employability and innovative work behaviour; more specifically, in case of a higher age, the relationship was stronger. Research limitations/implications The cross-sectional design is a limitation of this study. Another limitation relates to the generalizability of the study findings outside the context in which the research has been undertaken. The relational meaning of employee age might be different in other cultures. Practical implications Supervisors appear to play an essential role in providing an age-friendly working life for employees. Moreover, as SMEs often do not employ professionals to manage human resources, supervisors themselves have to carry the responsibility to encourage aging employees to develop themselves the enhancing innovative work behaviour. Originality/value This study is the first to investigate the predictive validity of employability on innovative work behaviour and the effects of age on this relationship.

Transformational leadership and innovative work behaviour: the mediating role of psychological empowerment

Kybernetes ◽  
2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dan Florin Stanescu ◽  
Alexandra Zbuchea ◽  
Florina Pinzaru
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design

Purpose This study aims to explore the relationship between transformational leadership and employees’ innovative work behaviour (IWB), additionally examining the mediating effect of psychological empowerment. Design/methodology/approach The study is based on a cross-sectional design, data being collected from 139 employees through the following structured questionnaires: Multifactor Leadership Questionnaire, IWB and psychological empowerment instrument. Findings The findings revealed a positive and significant relationship between transformational leadership and both IWB and psychological empowerment, as well as the fact that transformational leadership, through psychological empowerment, fosters IWB. Research limitations/implications One of the main weaknesses of this study is the use of a cross-sectional design, which does not allow for an assessment of the cause–effect relation. Also, using a self-reported questionnaire might have brought common method bias. Practical implications The paper shows that, by creating a greater sense of empowerment, leaders could have a higher positive effect on employee’s levels of IWB. Moreover, empowerment acts as one of the most important and effective processes within the transformational leadership framework in fostering innovation among followers. Originality/value This study extends the empirical research on transformational leadership and its influence on employees’ work attitudes. Given the scant research on the role of the psychological empowerment, the results of this study confirm not only its mediating role but also the need for further studies in this direction.

scholarly journals Patients and relatives as auditors of safe practices in oncology and hematology day hospitals

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Isabel Rodrigo Rincón ◽  
Isabel Irigoyen Aristorena ◽  
Belén Tirapu León ◽  
Nicolás Zaballos Barcala ◽  
Maite Sarobe Carricas ◽  
...  
Keyword(s):  
Statistical Significance ◽  
Tertiary Hospital ◽  
Patient Identification ◽  
Healthcare Organizations ◽  
Cross Sectional ◽  
Logistic Regression Models ◽  
Younger Age ◽  
Day Hospitals ◽  
Cross Sectional Design ◽  
Safe Practices

Abstract Background When there is a gap in professionals’ adherence to safe practices during cancer treatment, the consequences can be serious. Identifying these gaps in order to enable improvements in patient safety can be a challenge. This study aimed to assess if cancer patients and their relatives can be given the skills to audit reliably four safe practices, and to explore whether they are willing to play this new role. Methods We recruited 136 participants in 2018, from the oncology and haematology day hospital of a tertiary hospital in Spain. Patient identification, hand hygiene, blood or chemotherapy identification, and side effects related to transfusion and chemotherapy, were the safe practices selected for evaluation. The study comprised two parts: an interventional educational program and a cross-sectional design to collect data and assess to what degree participants are able and willing to be auditors depending on their characteristics using multivariate logistic regression models. A participant’s auditing skill were assessed pre and post the educational intervention. Results The model was seeking predictors of being a good auditor. 63 participants (46.3%) were classified as good auditors after the training. To have younger age, higher educational level and to have had an experience of an adverse event were associated with a higher probability of being a good auditor. Additionally, 106 (77.9%) participants said that they would like to audit anonymously the professionals’ compliance of at least three of four safe practices. The willingness to audit safe practices differed depending on the safe practice but these differences did not reach statistical significance. Conclusions The data gathered by patients and relatives acting as auditors can provide healthcare organizations with valuable information about safety and quality of care that is not accessible otherwise. This new role provides an innovative way to engage patients and their families’ in healthcare safety where other methods have not had success. The paper sets out the methods that healthcare organizations need to undertake to enrol and train patients and relatives in an auditor role.

Enhancing innovative work behaviour in higher institutions of learning: the role of hope

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rehema Namono ◽  
Ambrose Kemboi ◽  
Joel Chepkwony
Keyword(s):  
Public Universities ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Targeted Interventions ◽  
Alternative Means ◽  
Innovative Work ◽  
Innovative Work Behaviour

PurposeDespite the current dynamism in the education sector that was manifested in new approaches to work that require innovative workforce, little empirical studies have been conducted on how to influence innovativeness in higher education institutions. Moreover, though studies have established a link between hope and innovative work behaviour, no study has established how hope and its two components of agency and pathways influence innovative work behaviour. The purpose of this study is to establish the influence of hope and its two components of agency and pathways on innovative work behaviour.Design/methodology/approachA quantitative cross-sectional research design was adopted in this study. The study employed hierarchical regression to test the hypothesised relationship between hope and its components of agency and pathways on innovative work behaviour using a sample drawn from public universities in Uganda in the two categories of academic and administrative staff.FindingsThe findings reveal that pathways and agency influence innovative work behaviour. The Findings also revealed that hope significantly influences innovative work behaviour over and above its individual components of agency and pathways.Research limitations/implicationsThe study was cross-sectional in nature and the findings may not portray a true picture of the relationship between the study variables over time as behaviour is ever changing. Further studies could carry out a longitudinal study to establish the effect established in this study at different time intervals. The results provide a more complex understanding of how hope and its two components of agency and pathways enhance innovative work behaviour.Practical implicationsThe findings of the study provide insightful direction to managers in public universities in Uganda to consider different avenues of increasing employee hope so as to enhance innovative work behaviour. This can be done through targeted interventions like involving employees in goal setting and setting alternative means to achieve goals.Originality/valueThe value of this study is both empirical and theoretical. Empirically, this study is the first to establish the influence of hope and its two components of agency and pathways on innovative work behaviour in Uganda’s university setting. Theoretically, the study extends veracity of the conservation of resources theory (COR) by clarifying those employees who possess the psychological characteristics of hope exhibit innovative work behaviour. The study also extends on the theory of hope by revealing that agency and pathways influence innovative work behaviour.

scholarly journals Perceived Confidence and Quality: Perception of Employers Towards Fresh Graduates: a Study in Malaysia

2018 ◽  
Vol 7 (3.21) ◽  
pp. 437
Author(s):  
Irza Hanie Abu Samah ◽  
Aidanazima Abashah ◽  
Saraih Ummi Naiemah
Keyword(s):  
Human Resource ◽  
Manufacturing Industry ◽  
Structural Model ◽  
Data Gathering ◽  
Measurement Model ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Resource Officers ◽  
Human Resource Officers

Graduates quality has become a major issue recently especially in today’s scenario. Graduates quality can be varying when it perceived by employers. Different sector of industry has different standard of quality. The interpretation of employers towards graduates counts the job placement of graduates. It is hard to standardized quality across industries. Several attributes show that competence relatedness and autonomy do influence the quality of graduates. A quantitative method was used in this study for data gathering. All items were using 10-point likert scale. The content validity of this questionnaire were reviewed by five human resource professionals, and Cronbach alpha for each item is more than 0.75 which is acceptable. Questionnaires were given to the human resource officers in the company through email. Convenient sampling was applied in this study for data collection. 50 questionnaires were distributed across manufacturing industry and services industry in Malaysia. Using Partial least square to analyze the data, this study found out that competence in communication is the same criteria which majority across industries are seeking upon graduates. Therefore, Industries that involved are manufacturing (34.38%) and services (65.63%).  Measurement model and structural model were assessed to see the relationship. It shows that perception on competence has most influenced towards quality (AVE=0.849, R2=0.734=Q2=0.443).  This study concludes that employers around the world are looking at similar attribute on graduate’s competence. This study also warrants a future research, whereby researcher could get more sample size and by doing sample which involves employers, graduates and educators.

The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

2020 ◽  
pp. 105268461989653
Author(s):  
Ramon B. Goings ◽  
Larry J. Walker ◽  
Keah L. Wade
Keyword(s):  
Educational Leadership ◽  
Human Resource ◽  
Teaching Profession ◽  
Teachers Of Color ◽  
Hiring Decisions ◽  
Resource Officers ◽  
Human Resource Officers ◽  
Hiring Teachers ◽  
Teacher Workforce ◽  
Scholarly Discourse

There has been growing scholarly discourse on the topic of diversifying the teacher workforce. However, the perspectives of human resource officers (HROs), who are often involved in the hiring of teachers, are excluded. As a result, this qualitative study explores 12 school district HROs’ perspectives on diversifying the teacher workforce and how intuition specifically influences their hiring decisions of teachers of color. Findings suggest HROs use intuition in determining a candidate’s fit for the organization, but they have conflicting perspectives on whether intuition should be used in hiring decisions. The participants admit teacher diversity is not always their primary goal in hiring decisions while also acknowledging the importance of a diversified teacher workforce. These findings first point to the importance of including HROs in the scholarly discourse on diversifying the teaching profession as in many ways they operate as gatekeepers for teacher candidates. Moreover, given that participants earned their advanced degrees in educational leadership, findings from this study signal the importance of educational leadership programs being intentional in providing coursework on equitable hiring practices, so hiring decisions are not based only on intuitive hunches, but rather on data.

Examining the Preparation of School Human Resource Officers on Developing a Racially Diverse Educator Workforce Post Brown

2019 ◽  
Vol 14 (4) ◽  
pp. 267-280 ◽  
Author(s):  
Ramon B. Goings ◽  
Bryan Hotchkins ◽  
Larry J. Walker
Keyword(s):  
Educational Leadership ◽  
Human Resource ◽  
Formal Education ◽  
Rapid Decline ◽  
Board Of Education ◽  
Resource Officers ◽  
Educational Leadership Programs ◽  
School Based ◽  
Human Resource Officers ◽  
Education Decision

Given the rapid decline of teachers and school leaders after the Brown v. Board of Education decision, there has been an increased conversation on diversifying the educator workforce. Furthermore, little is known about the preparation of human resource officers (HROs) who share responsibility for teacher candidate selection and hiring. This study focuses on 12 HROs’ views on how their formal education prepared them to hire a diverse educator workforce. Findings suggest that HROs did not receive adequate training in their educational leadership program on workforce diversity and hiring. This study provides implications for educational leadership programs that train school-based HROs.

scholarly journals GENOTYPE AND ABO BLOOD GROUP ASSOCIATION WITH PREVALENCE OF MALARIA AMONG PATIENTS IN UNIVERSITY OF NIGERIA MEDICAL CENTER: A CROSS-SECTIONAL EVALUATION

2019 ◽  
pp. 28-32
Author(s):  
Abdulmuminu Isah ◽  
Chibueze Anosike ◽  
Chukwuma Stephen Ogbodo ◽  
Charles Obinna Emeka ◽  
Chukwuemeka Sylvester Nworu
Keyword(s):  
Blood Group ◽  
Medical Center ◽  
Pearson Correlation ◽  
Statistical Significance ◽  
Malaria Prevalence ◽  
Abo Blood Group ◽  
Chi Square ◽  
Cross Sectional ◽  
The Difference ◽  
Cross Sectional Design

Objective: The aim of this study was to evaluate the prevalence of malaria and its relationship with the ABO blood group and genotype at the University of Nigeria Medical Centre. Methods: The study had a prospective cross-sectional design in which malaria status and blood groups and genotype were determined. All collected data were analysed using Statistical product and services Solution (V.21). Frequencies and percentages were used to describe the data while Chi-square and Pearson correlation were used to determine associations between malaria prevalence and patients’ demographic and clinical characteristics. Statistical significance was considered for p<0.05. Results: Three hundred and twenty-three (323) patients were tested for malaria, 245(75.9%) of whom tested positive. The prevalence was highest for patient’s aged 19-25 y (28.5%). The difference was statistically significant for age: χ2 (5) = 33.60, p = 0.0005. There were more blood group O (57.6%) among the patients, while AA genotype was the majority (72.4%). Those with blood group O had the highest prevalence of malaria (33.7%) and it was statistically significant (χ2 (3) = 72.10, p = 0.0005)). Correlation showed that the association between blood group and malaria prevalence was moderate (R = 0.457). The AA genotype had more incidence of malaria (54.5%), but the difference was not statistically significant. Conclusion: The prevalence of malaria was high among the patients surveyed. Its association with the patients’ ABO blood group was established to be statistically significant, with blood group O having the highest incidence. Although AA genotype was observed to have the highest cases of malaria, the relationship was found not to be significant.

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