Sustainability

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16 pages, 1081 KiB

Open AccessArticle

Inclusive Leadership and Psychological Contract Fulfilment: A Source of Proactivity and Well-Being for Knowledge Workers

by Anna Rogozińska-Pawełczyk

Sustainability 2023, 15(14), 11059; https://doi.org/10.3390/su151411059 - 14 Jul 2023

Cited by 5 | Viewed by 1942

Abstract

Proactivity is a particularly important attribute of knowledge-intensive companies, where work that requires enhancing the potential of knowledge-intensive employees in a sustainable working environment is crucial. Another important challenge for these firms is to account for the increasing importance of the functioning of [...] Read more.

Proactivity is a particularly important attribute of knowledge-intensive companies, where work that requires enhancing the potential of knowledge-intensive employees in a sustainable working environment is crucial. Another important challenge for these firms is to account for the increasing importance of the functioning of the cognitive mechanisms leading to the increased well-being of knowledge workers following the implementation of a psychological contract. The aim of this article is to identify the relationship between inclusive leadership, the fulfilment of a psychological contract, two dimensions of well-being (workplace and life-related well-being), and knowledge workers’ proactivity. Based on survey data collected using the CAWI method from 1000 knowledge workers employed in Polish companies in the business services sector, the research hypotheses proposed in this study were tested using a stepwise equation-modelling (SEM) technique, which resulted in a model containing all the main constructs. The results obtained indicate that inclusive leadership positively relates to the fulfilment of the psychological contract. Furthermore, the fulfilment of the psychological contract positively associates proactive working behavior with the wellbeing of knowledge workers. Along with proactive work behavior, two dimensions of well-being were examined as outcome variables. Our analysis also shows that knowledge-intensive organizations, intending to develop the proactivity of their employees and nurture a high level of well-being in their lives and in the workplace, should ensure that they fulfil the expectations and obligations of the psychological contract. One way to achieve this is for managers to employ an inclusive management style, which supports an atmosphere of a safe working environment in a diverse setting and allows employees to feel comfortable sharing their opinions and ideas. The study of inclusive leadership in the context of knowledge-intensive organizations provides human resource professionals and employee managers with important insights into how inclusive leadership can effectively contribute to the psychological contract, which, consequently, will lead to proactive work behavior and improve employees’ workplace and life-related well-being. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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22 pages, 2432 KiB

Open AccessArticle

Bibliometric Analysis and Visualization of Global Research on Employee Engagement

by Nermin Kişi

Sustainability 2023, 15(13), 10196; https://doi.org/10.3390/su151310196 - 27 Jun 2023

Cited by 11 | Viewed by 5126

Abstract

Over the past few years, employee engagement has gained significant attention due to its positive impact on various organizational indicators such as job satisfaction, commitment, performance, productivity, and profitability. The aim of this study is to conduct a thorough analysis of existing research [...] Read more.

Over the past few years, employee engagement has gained significant attention due to its positive impact on various organizational indicators such as job satisfaction, commitment, performance, productivity, and profitability. The aim of this study is to conduct a thorough analysis of existing research on employee engagement. To accomplish this aim, 786 articles concerning employee engagement indexed in the Web of Science (WoS) between the years 2002 and 2022 were analyzed using bibliometric analysis methods. The VOSviewer program was employed to conduct citation, co-citation, co-authorship, and co-occurrence analysis. The study identified the leading countries, institutions, authors, journals, and scientific publications on the topic and shed light on current research patterns and future research avenues. The results demonstrate that the most productive country is the USA, the most productive institution is the University of Louisville, the most productive author is Brad Shuck, and the most productive journal is Sustainability. The current trend of research involves exploring the antecedents (e.g., corporate social responsibility, perceived organizational support, organizational culture, work–family balance) and consequences (e.g., job satisfaction, organizational commitment, employee performance, organizational citizenship behavior) of employee engagement. However, further research is necessary to explore the impact of various leadership styles, digital technologies, and new ways of working on employee engagement. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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18 pages, 674 KiB

Open AccessArticle

The Impact of E-Leadership Competencies on Workplace Well-Being and Job Performance: The Mediating Role of E-Work Self-Efficacy

by Shatha Alkhayyal and Saleh Bajaba

Sustainability 2023, 15(6), 4724; https://doi.org/10.3390/su15064724 - 7 Mar 2023

Cited by 6 | Viewed by 6987

Abstract

Teleworking is a new business reality that entails adapting leadership styles to function effectively in a virtual environment. Technologically enabled leadership, or e-leadership, is promising for the telework norm. However, studies on e-leadership are in the early stages. Inspired by this need and [...] Read more.

Teleworking is a new business reality that entails adapting leadership styles to function effectively in a virtual environment. Technologically enabled leadership, or e-leadership, is promising for the telework norm. However, studies on e-leadership are in the early stages. Inspired by this need and drawing insight from social cognitive theory, this study explores the mediating role of e-work self-efficacy in the relationship between e-leadership competencies and workplace well-being and job performance. Data from 269 teleworkers worldwide were analyzed using partial least squares path modeling (PLS-PM). The findings show that e-worker self-efficacy partially mediates the relationship between e-leadership competencies and workplace well-being and fully mediates the relationship between e-leadership competencies and job performance. A teleworker-friendly business model can be achieved by equipping e-leaders with competencies that will enhance the employee’s self-efficacy and performance. A discussion of the findings, contributions, limitations, and future directions is provided. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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18 pages, 307 KiB

Open AccessArticle

A Sensemaking Perspective of Digitalisation in Construction Organisations

by Sambo Lyson Zulu and Ali M. Saad

Sustainability 2023, 15(3), 2344; https://doi.org/10.3390/su15032344 - 27 Jan 2023

Cited by 6 | Viewed by 2414

Abstract

Different researchers have examined construction innovation from diverse perspectives and with varied conclusions, but what has commonly transpired is that the construction industry is a complex and ever-changing environment that tends to have a selective perspective on innovation. Recently, digitalisation has offered critical [...] Read more.

Different researchers have examined construction innovation from diverse perspectives and with varied conclusions, but what has commonly transpired is that the construction industry is a complex and ever-changing environment that tends to have a selective perspective on innovation. Recently, digitalisation has offered critical enhancements in construction organisations’ internal processes. However, the uptake of these innovations is far from satisfactory. To integrate theory with practice, sensemaking theories provide an opportunity to help us understand and explain the social phenomenon behind achieving a common meaning across social systems. In the quest to support research efforts through understanding and explaining the enablers of digital transformation, this paper aims to qualitatively apply the sensemaking perspective to digitalisation in construction organisations. To this end, an empirical qualitative approach was adopted using a questionnaire survey of 59 construction professionals, from different firms in the United Kingdom, providing a perspective on how sense is being developed by their organisations to foster digitalisation and achieve an effective digital transformation. Results suggest that a variety of aspects contribute to the indecision of construction firms towards digitalisation, informing research of the pressure points deemed critical at both leadership and employee levels. The findings point to the complexity of construction organisations and the non-linear nature of embracing new ideas. Future research is encouraged to assess the empirically captured cues presented in this paper through other means of investigation towards a more robust sensemaking perspective in the construction industry. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

13 pages, 787 KiB

Open AccessArticle

Motivational Antecedents of Young Players’ Intentions to Drop Out of Football during a Season

by Priscila Fabra, Lorena González-García, Isabel Castillo, Joan L. Duda and Isabel Balaguer

Sustainability 2023, 15(3), 1750; https://doi.org/10.3390/su15031750 - 17 Jan 2023

Cited by 8 | Viewed by 2296

Abstract

Grounded in self-determination theory (SDT), the major aim of this study was to examine the social, environmental, and motivational predictors of adolescent football players’ intentions to drop out of their sport over the course of a season. Participants were 552 players (M [...] Read more.

Grounded in self-determination theory (SDT), the major aim of this study was to examine the social, environmental, and motivational predictors of adolescent football players’ intentions to drop out of their sport over the course of a season. Participants were 552 players (Mage = 11.23, SD = 1.14). A longitudinal model was tested which hypothesized changes in the coach’s interpersonal style (autonomy supportive, controlling) perceived by the players to predict changes in the players’ motivation (autonomous, controlled and amotivation) which subsequently predicted changes in their intentions to drop out at the season’s end. The results of the longitudinal path analysis presented an adequate fit to the data. Consistent with SDT, findings suggest that increases in autonomy-supportive coaching is promotive of increases in players’ autonomous motivation, which negatively predicted dropout intentions. Over time, more perceived controlling coaching behaviors positively predicted higher levels of controlled motivation and amotivation, with positive changes in the latter corresponding to stronger intentions to dropout. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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14 pages, 291 KiB

Open AccessArticle

Influence of Grit on Physical Activity, Sitting Time and Dietary Behaviors: A Multi-Study Analysis

by Joel Martin, Michael Toczko, Emily Locke, Ryan McCarthy, Italia Milani, Nathalie Barrios, Samer Koutoubi, Jatin Ambegaonkar, Niyati Dhokai and Ali Boolani

Sustainability 2023, 15(1), 211; https://doi.org/10.3390/su15010211 - 23 Dec 2022

Cited by 3 | Viewed by 2731

Abstract

Engaging in physical activity (PA), minimizing sitting time and consuming a healthy diet are behaviors associated with health and wellness across the lifespan. The present multi-study analysis examined the relationship between grit and PA, sitting time and dietary behaviors in several populations that [...] Read more.

Engaging in physical activity (PA), minimizing sitting time and consuming a healthy diet are behaviors associated with health and wellness across the lifespan. The present multi-study analysis examined the relationship between grit and PA, sitting time and dietary behaviors in several populations that included US adults, active-duty military personnel, veterans, college students and performing artists. The four research laboratories administered an internet-based survey between spring and summer of 2020. The common questionnaires on the surveys were the Grit Scale Short Form, International Physical Activity Questionnaire Short Form and the Rapid Eating Assessment for Participants Short Form. Multiple regression analyses were conducted to examine the association between grit, PA, sitting time and dietary behaviors. PA was associated with grit for US adults, civilians and college students but not for performing artists or active-duty military populations. Sitting time was associated with grit for US adults and active-duty military personnel. US adults, college students and performing artists were found to have a positive association between healthy dietary behaviors and grit. Overall, the findings indicate that grit has a positive influence on PA, sitting time and dietary behaviors across the unique populations; however, the relationships indicate some nuanced differences between the populations. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

28 pages, 690 KiB

Open AccessArticle

The 4R Model of Mood and Emotion for Sustainable Mental Health in Organisational Settings

by Christopher J. Beedie, Andrew M. Lane, Robert Udberg and Peter C. Terry

Sustainability 2022, 14(18), 11670; https://doi.org/10.3390/su141811670 - 16 Sep 2022

Cited by 3 | Viewed by 6956

Abstract

Organisations are aware of the need to maintain the mental health of their employees. People’s capacity to recognise and manage their moods and emotions is critical to sustainable mental health, performance, and quality of life, while failure to do so can result in [...] Read more.

Organisations are aware of the need to maintain the mental health of their employees. People’s capacity to recognise and manage their moods and emotions is critical to sustainable mental health, performance, and quality of life, while failure to do so can result in underperformance, disengagement, and in some cases, mental illness. Employees of organisations that provide an appropriate strategy and support are likely to experience sustained psychological and mental health benefits. In this paper, we synthesise previous research into a theoretical framework distinguishing mood from emotion via both top-down (cognitive) and bottom-up (biological) factors. We propose a 4R model to help individuals Recognise a mood as distinct from an emotion, or vice-versa, and respond in one of three ways; Restore, Resolve, or Regulate. The model posits mood as an interoceptive signal of internal biological homeostasis, and emotion as a signal of external, often social, events that disrupt homeostasis; mood and emotion serve as internal and external bio-affective feedback loops, respectively. We propose that mood is modified positively by the restoration of homeostasis, whereas emotion is modified positively by behavioural resolution of the emotion-eliciting event. The 4R model is low-cost, preventative, and can be applied peer-to-peer in organisations without expert supervision. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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29 pages, 1667 KiB

Open AccessArticle

Work-From-Home Productivity and Job Satisfaction: A Double-Layered Moderated Mediation Model

by Kellyann Berube Kowalski, Alex Aruldoss, Bhuvaneswari Gurumurthy and Satyanarayana Parayitam

Sustainability 2022, 14(18), 11179; https://doi.org/10.3390/su141811179 - 7 Sep 2022

Cited by 7 | Viewed by 10258

Abstract

This study was conducted against the backdrop of the global-pandemic-induced change in work climate resulting in employees working from home (WFH). The current study investigated the relationship between work-from-home productivity (WFHP) and job satisfaction. Using a structured survey instrument, data were collected from [...] Read more.

This study was conducted against the backdrop of the global-pandemic-induced change in work climate resulting in employees working from home (WFH). The current study investigated the relationship between work-from-home productivity (WFHP) and job satisfaction. Using a structured survey instrument, data were collected from 1158 respondents from a developing country, India. After checking the psychometric properties of the measures using the LISREL software of structural equation modeling (SEM), data were analyzed using Hayes’s PROCESS macros. The findings indicate that: (i) WFHP positively predicts (a) job satisfaction and (b) work–life balance (WLB), (ii) WLB positively predicts job satisfaction, and (iii) WLB mediates the relationship between WFHP and job satisfaction. The results also support that (i) work stress moderates the relationship between WFHP and WLB, (ii) work–personal life enhancement (WPLE) (second moderator) moderates the moderated relationship between WFHP and work stress (first moderator) in influencing WLB, (iii) emotional exhaustion moderates the relationship between WLB and job satisfaction, and (iv) WPLE (second moderator) moderates the relationship between WLB and emotional exhaustion (first moderator) in influencing job satisfaction. The first three-way interaction between WFHP, work stress, and WLB and the second three-way interaction between WLB, emotional exhaustion, and job satisfaction have been investigated for the first time, to the best of our knowledge. The conceptual double-layered moderated mediation model is a novel idea, and the results significantly contribute to the literature on WLB and job satisfaction. The implications for theory and practice are discussed. Full article

(This article belongs to the Special Issue New Trends in Organizational Psychology)

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