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1 – 3 of 3Jaya Addin Linando and M. Halim
This study investigates dispositional factors' (need for affiliation, positive affectivity and proactive personality) moderation effect on the relationship between leader–follower…
Abstract
Purpose
This study investigates dispositional factors' (need for affiliation, positive affectivity and proactive personality) moderation effect on the relationship between leader–follower relationship variables (leader–member exchange and perceived supervisor support) and affective commitment to supervisor.
Design/methodology/approach
In total, 359 employees in Indonesia participated as the study's respondents. This study employs hierarchical regression analysis to test the hypotheses.
Findings
The results show that need for affiliation and positive affectivity moderates the relationship between leader–follower relationship variables and affective commitment to supervisor. In addition, all dispositional factors positively influence affective commitment to supervisor as independent variables. This study's findings depict the social exchange theory in practice.
Originality/value
The present study contributes to theoretical and practical implications. Theoretically, the study extends the knowledge on at least four domains: leader–follower relationship; affective commitment particularly aimed at the supervisor; the roles of dispositional variables on leader–member interactions; and empirically demonstrates social exchange theory. Practically, this study shows which factors are relevant to shaping positive leader–member interactions. Such results are potentially of value for the leader, the organization, and those responsible for recruiting prospective employees.
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Keywords
Jaya Addin Linando and M. Halim
Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment’s moderation effect on the relationship of situational (job…
Abstract
Purpose
Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment’s moderation effect on the relationship of situational (job satisfaction, affective commitment) and dispositional (positive affectivity, emotional intelligence) variables toward the emotional exhaustion of service employees amidst the pandemic.
Design/methodology/approach
In total, 288 service employees from various sectors in Indonesia participate as the study’s respondents. This study applies a two-stage structural equation modeling approach to test the hypotheses.
Findings
The results show that employee empowerment moderates situational and dispositional variables differently. While employee empowerment significantly influences situational variables, a different situation is found on dispositional variables, that employee empowerment does not significantly influence these variables. This study’s findings portray the COR theory in practice and clarify the importance of employee empowerment for employees with particular attributions.
Research limitations/implications
The present study bears four limitations: the cross-sectional design; no exploration of dispositional and situational variables’ antecedents; the findings are limited to the service workers; and lastly, this study only takes Indonesian samples.
Practical implications
From a practical perspective, this study reveals which type of service employees are responsive to empowerment policy and which are prone to experience emotional exhaustion, particularly during a crisis.
Social implications
By understanding what factors determine employee empowerment’s effectiveness, managers could maximize the impacts of their empowerment policies. Subsequently, it will create better service deliveries which might benefit the broader societal scope.
Originality/value
This study contributes to both theoretical and practical understanding. Theoretically, this study adds and promotes using a categorical lens to examine the pattern of interactions between organizations and employees.
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Jaya Addin Linando, M. Halim, Rasman Rasman and Azizah Hasna' Arifin
Despite all the complications COVID-19 brought to the education sector, the pandemic has indirectly created various work flexibility arrangements for educators. This paper…
Abstract
Purpose
Despite all the complications COVID-19 brought to the education sector, the pandemic has indirectly created various work flexibility arrangements for educators. This paper investigates the impact of different work flexibility arrangements on educators' emotional exhaustion while taking educators' backgrounds (gender, tenure and age) into consideration. This paper explores which work flexibility arrangements fit best for particular educators.
Design/methodology/approach
This study employs a quantitative approach to investigate the effect of different work flexibility arrangements (low, medium and high) on educators' emotional exhaustion. In total, 462 educators from various educational levels in Indonesia participated as the respondents.
Findings
In general, the findings suggest that female educators are more prone to experience emotional exhaustion than their male counterparts. This study also finds that educators' age negatively relates to emotional exhaustion, and the longer-tenured educators might not be suitable for highly flexible work arrangements. In addition, different degrees of work flexibility have various impacts on educators, depending on their gender, tenure and age. These results are potentially helpful for educational institutions to design the best work arrangements for educators.
Originality/value
It is crucial for educational administrators to determine how much work flexibility should be given to educators from different backgrounds. This study is among the first to empirically examine the impact of different work flexibilities on educators' well-being.
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