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Source publication
Currently, nurses job performance in Nigeria's public healthcare system has been called into question, and is under more pressure due to the current global COVID-19 pandemic. In enhancing the effectiveness, efficiency and promptness of the health service delivery system, this study seeks to explore how work engagement could play a key role in expla...
Contexts in source publication
Context 1
... measurement model explains how each construct is measured and this was achieved through the assessment of indicator reliability, internal consistency, and convergent validity ( Hair et al., 2017). Figure 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. ...
Context 2
... 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. Indicator reliability explains the fittingness and reliability of each item loading in measuring a certain construct for a given research study ( Hair et al., 2010). ...
Context 3
... reliability is satisfied when each item value loads above 0.5 (Sekeran, 2010). Based on the values that are reported in Table 3 and Figure 2, individual indicator reliability has been satisfactorily attained as items loading values range from 0.527-0.912. However, it should be noted that one out of six items (i.e., AC6) was deleted from affective commitment items, two out of six items (i.e., COC5 & COC6) were deleted from continuance commitment and three out of six items (i.e., WE3, WE5 & WE6) were deleted from work engagement. ...
Context 4
... measurement model explains how each construct is measured and this was achieved through the assessment of indicator reliability, internal consistency, and convergent validity ( Hair et al., 2017). Figure 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. ...
Context 5
... 2 is a measurement model showing the indicators' loading for this study. Figure 2 and Table 3 summarise the indicator reliability of each item measuring constructs chosen for this study. Indicator reliability explains the fittingness and reliability of each item loading in measuring a certain construct for a given research study ( Hair et al., 2010). ...
Context 6
... reliability is satisfied when each item value loads above 0.5 (Sekeran, 2010). Based on the values that are reported in Table 3 and Figure 2, individual indicator reliability has been satisfactorily attained as items loading values range from 0.527-0.912. However, it should be noted that one out of six items (i.e., AC6) was deleted from affective commitment items, two out of six items (i.e., COC5 & COC6) were deleted from continuance commitment and three out of six items (i.e., WE3, WE5 & WE6) were deleted from work engagement. ...
Similar publications
The current study examined the relationship between job stress, organizational commitment (OC), job satisfaction and job performance (JP). The objective of this study is to investigate the role of job stress in JP of police in Thailand. The population of this study is the police department of Thailand. Employees working on various positions in poli...
Citations
... Organisational commitment refers to "a person's mental bond to one's workplace entity" (Lim et al., 2021, p. 502). Organisational commitment is perceived as the conviction, embracing, and willingness to engage actively in the objectives and principles of one's workplace, demonstrated through diligent effort and a dedicated effort to sustain relationships, protocols, and achievements (Raji et al., 2021). It has been always linked with job performance (Donkor and Zhou, 2020;Y€ ucel et al., 2020). ...
Purpose
This study examines the impact of socially responsible human resource management on cyberloafing and the mediating effect of felt obligation on the relationship. Job complexity is examined as a moderator of the relationship between socially responsible human resource management (SRHRM) and cyberloafing. The moderating role of organisational commitment on the relationship between felt obligation and cyberloafing is also investigated.
Design/methodology/approach
Using a survey research design, 262 full-time employees were recruited from Amazon Mechanical Turk (MTurk) to test the proposed research model. Partial least squares structural equation modelling was used to analyse the data.
Findings
Results show that SRHRM is positively related to cyberloafing. Socially responsible human resource management is positively related to felt obligation, which in turn is negatively related to cyberloafing. Felt obligation significantly mediates the relationship between SRHRM and cyberloafing. Furthermore, results show that job complexity moderates the relationship between SRHRM and cyberloafing. Also, organisational commitment moderates the relationship between felt obligation and cyberloafing.
Originality/value
To the best of our knowledge, this is the first study to propose and investigate a dual-path model that explains how SRHRM can simultaneously encourage and deter employees from engaging in cyberloafing behaviour. In addition, this study also identifies the mediating role of felt obligation and the moderating role of job complexity and organisational commitment. This study sheds light on the interplay of SRHRM practices, job characteristics, employee attitudes towards their organisation and discretionary behaviours, taking into account the increasingly flexible nature of employees’ work lives.
... TL có khả năng khuyến khích nhân viên tham gia vào quá trình thực hiện nhiệm vụ và ra quyết định và từ đó làm tăng WE (Mubarak, Khan, Yasmin, & Osmadi, 2021). TL động viên khuyến khích tham gia vào nhiệm vụ thì WP được cải thiện (Raji, Ladan, Alam, & Idris, 2021) (Hughes, Lee, Tian, Newman, & Legood, 2018). EC là thiết lập các ý tưởng mới để cải thiện WP (Gong, Huang, & Farh, 2009). ...
Nghiên cứu này nhằm khám phá mối quan hệ của các nhân tố lãnh đạo chuyển hóa đến hiệu quả công việc nhờ ảnh hưởng của các hành vi tích cực gồm gắn kết, hài lòng và sáng tạo của nhân viên. Vận dụng lý thuyết lãnh đạo chuyển hóa, trao đổi xã hội và sự tự chủ, nghiên cứu được thực hiện bằng phần mềm SmartPLS4, với 355 quan sát gồm nhân viên kinh doanh tại các doanh nghiệp Logistics kho bãi và giao nhận Thành phố Hồ Chí Minh. Bằng chứng cho thấy thừa hưởng ưu việt của lãnh đạo chuyển hóa đã nuôi dưỡng các hành vi tích cực của nhân viên; và chính các nhân tố gồm sự hài lòng, gắn kết và sáng tạo của nhân viên giúp thúc đẩy hiệu quả công việc. Các hành vi tích cực trong nghiên cứu này đóng vai trò trung gian truyền tải tác động từ lãnh đạo chuyển hóa đến hiệu quả công việc với hiệu ứng trung gian một phần, cụ thể là hiệu ứng bổ sung. Từ kết quả nghiên cứu giúp nhà quản trị nhận thức toàn diện về vai trò của lãnh đạo chuyển hóa thúc đẩy sự sáng tạo, hài lòng công việc và gắn kết công việc, từ đó, cải thiện hiệu quả công việc của nhân viên trong bối cảnh ngành Logistics vẫn chịu tác động của suy thoái toàn cầu.
... According to research by Nasurdin et al., (2018) 9 shows that work engagement mediates HR performance improvement. Research was also conducted by Raji et al., (2021) 10 showing that performance has a significant effect on work engagement. ...
... According to research by Nasurdin et al., (2018) 9 shows that work engagement mediates HR performance improvement. Research was also conducted by Raji et al., (2021) 10 showing that performance has a significant effect on work engagement. ...
Over the last decade, much research has been conducted in the field of human resource management (HRM) and its associations with organizational performance. Prior studies have found substantial positive evidence for statistical associations between HRM and organizational performance. The purpose of this study is to investigate the relationships between HRM practices and firm performance. This study examines the relationships among HRM practices and firm performance. The researcher adopted the descriptive survey design. Primary data was sourced through the instrument of questionnaire. The total of 13 department which comprises of 305 employees which the sample size needed to carry out our survey was 75 in order to achieve 90% precision from the sample. The research study is drawn scientifically using the stratified random sampling technique. The findings revealed among others HRM has a great impact on organizational performance and the conclusion is a stimulus to Nigeria breweries through a well-coordinated HRM practices, value added to company’s production processes and the contribution made by each employee have more effect on the results obtained by the organisation. This finding leads to the conclusion that HRM can bring about a higher organisational performance for firm. The researcher recommended among others that HRM should endeavor to have a well-structured effective organizational performance in order to achieve the set up objectives and in order to improve employees efficiency and effectiveness towards achieving the organisational goals, the appraisal period should be more frequent probably every quarterly and various motivational instrument should be introduce to entice employees to perform better and these would go a long way in fostering an understanding of multicultural work climate and enhancing the building of a truly agile Nigeria breweries, Kaduna.
