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Journal articles on the topic 'Employee behaviour'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Zhang, Xinyong, Zhenzhen Sun, Zhaoxiang Niu, Yijing Sun, and Dawei Wang. "The Effect of Abusive Supervision on Safety Behaviour: A Moderated Mediation Model." International Journal of Environmental Research and Public Health 18, no. 22 (2021): 12124. http://dx.doi.org/10.3390/ijerph182212124.

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Leadership behavior has an impact on the behavior of employees. Previous studies have mainly studied the impact of positive leadership behaviors on employees’ behaviors, but there is an absence of research on the impact of negative leadership behaviours (abusive supervision) on safety behaviours (including safety participation and safety compliance). In this study, 599 front-line employees in the petrochemical industry were selected as subjects. Abusive supervision, safety behaviour, safety motivation and a conscientiousness questionnaire were used as measurements to explore the relationship b

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Mahendiren, Dinesh Babu, and Bijay Prasad Kushwaha. "Impact of Leadership Style and Perceived Organizational Support on the Organizational Citizenship Behaviour of Librarians in Indian Universities." Indian Journal of Information Sources and Services 13, no. 2 (2023): 22–29. http://dx.doi.org/10.51983/ijiss-2023.13.2.3783.

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This paper aims to analyse the Organizational Citizenship Behaviour (OCB) of librarian employees in Indian university. Further, with the support of the organization and the transformational leadership style (TL) how the employee perceives their values and replicate them in the organization. This study reveals the influence of the social exchange theory on employee reciprocity and behaviour. Transformational leadership enhance the citizenship behaviour of librarian in the university and the employee perceive that the organizational support (POS) their initiation and decision they reciprocally s

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Tentama, Fatwa, and Cita Yuliantin. "Peran Subjective Well-Being dan Trust in The Employer terhadap Organizational Citizenship Behavior (OCB) Karyawan." Journal An-Nafs: Kajian Penelitian Psikologi 6, no. 2 (2021): 152–64. http://dx.doi.org/10.33367/psi.v6i2.1402.

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Organizational citizenship behaviour is one of the behaviours that can affect the company's success, so it is necessary to study the factors that can influence it. This study examines the effect of subjective well-being and trust in the employer on employee organizational citizenship behaviour. The population in this study were 110 permanent employees at an automotive company in Yogyakarta. The research sample was 70 employees with the characteristics of working in an automotive company, a minimum of one year of service, a permanent employee who did not work in the workshop. The sample selecti

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Aanchal and Heena Atwal. "Perceived Employer Branding, Employee Engagement and Employee Outcomes: A Proposed Mediation Model." Colombo Business Journal 14, no. 2 (2023): 32–56. http://dx.doi.org/10.4038/cbj.v14i2.156.

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This paper develops a conceptual framework to understand the relationship between perceived employer branding, employee engagement, and desirable attitudinal and behavioural outcomes. This conceptual framework proposes employee engagement as a mediator between perceived employer branding and different attitudes and behaviours such as job satisfaction, organisational commitment, turnover intention, task performance, and organisational citizenship behaviour in accordance with social exchange theory and the job-demand resources model. The paper expanded the research on employer branding by presen

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S, Pradeep Roy K., Arun Karthik V. M, and Dr Muthukumar K. "Minimizing Employee Injury by Changing the Behavior Through Behaviour Based Safety." International Journal of Trend in Scientific Research and Development Volume-2, Issue-6 (2018): 1533–38. http://dx.doi.org/10.31142/ijtsrd18893.

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Bysted, Rune. "Innovative employee behaviour." European Journal of Innovation Management 16, no. 3 (2013): 268–84. http://dx.doi.org/10.1108/ejim-09-2011-0069.

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Ahmad, Nursaadatun Nisak, Ida Rosnita Ismail, and Azman Ismail. "The Roles of Employees Coaching Towards Employee Outcomes." Social and Management Research Journal 14, no. 2 (2017): 71. http://dx.doi.org/10.24191/smrj.v14i2.5492.

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Employees’ coaching is an effective management tool to enhance employees’ performance and development. Since 1980, a number of researchers have noted the value of the employees’ coaching relationship, but there is still little evidence regarding what makes employees’ coaching to be effective in Malaysia. Therefore, the study looked at the role of leader coach (supervisory coaching behaviour and autonomy support) toward enhancing employees’ motivation (employees’ self-efficacy) and performance to explore this topic in-depth. Again, the purpose of an immediate supervisor as a coach in a practice

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Odhiambo, Grace Mwamburi, Esther Wangithi Waiganjo, and Alice Nanjala Simiyu. "Green Employee Training—A Remedy for Environmental Behaviour: The Case of Public Universities in Kenya." European Journal of Business and Management Research 8, no. 5 (2023): 224–33. http://dx.doi.org/10.24018/ejbmr.2023.8.5.2142.

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The global ecosystem is fast deteriorating due to the devastating effects of climate change resulting from humanity’s behaviour towards the environment. Increasing resource scarcity, loss of biodiversity and global warming with disastrous effects have become prevalent. Scientists unanimously blame anthropogenic (human) actions for the crisis and claim that the power to mitigate and preserve the environment lies within human behaviour change. Organizations are under pressure to act since they contribute significantly to climate change through their operations, products and services. By examinin

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Lavena, Ika, and Singmin Johannes Lo. "THE EFFECT OF LEADERSHIP BEHAVIOUR AND REWARD SYSTEM ON THE EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOUR OF PT DANPAC PHARMA." Dinasti International Journal of Management Science 1, no. 4 (2020): 493–513. http://dx.doi.org/10.31933/dijms.v1i4.186.

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The purpose of this research is to understand and explain the effect of Leadership Behavior and Reward System on Employee Performance is mediated by Organizational Citizenship Behavior for Employees PT Danpac Pharma. The method used is quantitative approach, where the population in this study were 305 employees of PT Danpac Pharma. Engineering sample selection is done by taking a sample saturated to permanent employees as much as 146 respondents. Questionnaire survey instrument used data collection techniques and have been submitted to the employees of PT Danpac Pharma. Data of this study, whi

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Navaratne, N. N. J. "Opportunistic Behaviour and Psychological Contract between Employer and Employee." Colombo Business Journal 4, no. 1 (2013): 47. http://dx.doi.org/10.4038/cbj.v4i1.32.

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Odhiambo, Grace Mwamburi, Esther Waiganjo, and Alice Nanjala Simiyu. "Incentivizing Employee Pro-Environmental Behaviour: Harnessing the Potential of Green Rewards." African Journal of Empirical Research 4, no. 2 (2023): 601–11. http://dx.doi.org/10.51867/ajernet.4.2.60.

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The global ecosystem is experiencing swift degradation as a result of climate change propelled by human actions. This degradation has given rise to resource scarcity, a decline in biodiversity, and global warming. There is scientific consensus that climate change is anthropogenic (caused by humans) and that the power to mitigate it lies in human behaviour change. As the overseer of human resources in every organisation, the HRM function is facing mounting pressure to align its practices with environmental management in order to effectively address and reduce the organisation's carbon footprint

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Gilani, Hasan. "Corporate brand identity and employee brand citizenship behaviour: A conceptual framework." Marketing Review 19, no. 1 (2019): 51–84. http://dx.doi.org/10.1362/146934719x15633618140783.

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This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influenc

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Ahmed, Jinan Shihab. "THE IMPACT OF WORKPLACE DEMOCRACY ON THE PROACTIVE BEHAVIOUR OF EMPLOYEES." Advanced International Journal of Business, Entrepreneurship and SMEs 4, no. 11 (2022): 42–56. http://dx.doi.org/10.35631/aijbes.411004.

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Proactive employee behaviour provides immense benefits to organisations at both macro and micro levels of analysis. Studies have suggested workplace democracy one of its significant antecedents. However, research on the workplace democracy–proactive employee behaviour relationship has been grossly neglected. The current study employed the proactive behaviour theory to address the general association between workplace democracy and proactive employee behaviour in Iraqi higher educational institutions, based on assessments of the constructs at the global level of analysis. Scoping review was use

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Setyawan, Agustinus, and Agnes Triyanti. "THE EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND COUNTERPRODUCTIVE BEHAVIOR ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE IN BPR." Journal of Business Studies and Mangement Review 4, no. 1 (2020): 7–11. http://dx.doi.org/10.22437/jbsmr.v4i1.11675.

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Banking is the one that provides services to customers, in order to create a good image of a businessman. This research aims to analyse the impact of organizational citizenship behavior, counterproductive work behavior, with employee engagement as variable intervening through the impact of employee performance in Bank Perkreditan Rakyat in Batam. The difference in behaviour of each employee is a determinant of their performance in the company. Increased the competition in the banking sector, which continues to compete to create better services. The behaviour of employee has positive and

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Al-Khudairy, Lena, Yasmin Akram, Samuel I. Watson, et al. "Evaluation of an organisational-level monetary incentive to promote the health and wellbeing of workers in small and medium-sized enterprises: A mixed-methods cluster randomised controlled trial." PLOS Global Public Health 3, no. 7 (2023): e0001381. http://dx.doi.org/10.1371/journal.pgph.0001381.

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We conducted an independent evaluation on the effectiveness of an organisational-level monetary incentive to encourage small and medium-sized enterprises (SMEs) to improve employees’ health and wellbeing. This was A mixed-methods cluster randomised trial with four arms: high monetary incentive, low monetary incentive, and two no monetary incentive controls (with or without baseline measurements to examine ‘reactivity’ The consequence of particpant awareness of being studied, and potential impact on participant behavior effects). SMEs with 10–250 staff based in West Midlands, England were eligi

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Schalk, René, Jennifer W. Campbell, and Charissa Freese. "Change and employee behaviour." Leadership & Organization Development Journal 19, no. 3 (1998): 157–63. http://dx.doi.org/10.1108/01437739810210202.

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Wang, Hongli, and Qihai Huang. "Feeling trusted and employee outcomes: the double-edged sword of political behaviour." Personnel Review 48, no. 7 (2019): 1653–68. http://dx.doi.org/10.1108/pr-11-2017-0368.

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Purpose Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue. Design/methodology/approach The paper develops a conceptual model to examine the double-

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Telli Danışmaz, Açelya. "Evaluation of compulsory green employee behaviour in the framework of compulsory citizenship behaviour." Business & Management Studies: An International Journal 11, no. 3 (2023): 966–74. http://dx.doi.org/10.15295/bmij.v11i3.2275.

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For a sustainable environment, organizations have adopted the green management approach and started to work towards adopting green organizational behaviours in their organizations. However, the fact that these behaviours are not always exhibited voluntarily reveals the need to explore a new concept: compulsory green employee behaviour. The main subject of this study is whether this behaviour can be handled within the framework of compulsory citizenship behaviour. This study, “Can compulsory green employee behaviours be evaluated within the scope of compulsory citizenship behaviours?” based on

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Lisbet, Zeanette Tiarma. "The Influence of Employee Wellbeing and Employee Resiliance on Innovation Work Behaviour Mediated by Work Climate in the Insurance Industry in DKI Jakarta." Keynesia : International Journal of Economy and Business 2, no. 2 (2023): 58–68. http://dx.doi.org/10.55904/keynesia.v2i2.693.

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This study aims to analyse the influence of employee wellbeing and employee resiliance on innovation work behavior mediated by work climate in the insurance industry in DKI Jakarta. The population of this study are all employees of companies who work in the essential sector of DKI Jakarta, especially in life insurance and general insurance companies. The sampling method used non-probability sampling with purposive sampling technique. the minimum sample size in this study was 250 respondents. The data analysis method used Structural Equation Model (SEM) analysis with the AMOS version 20 statist

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Akhtar, Muhammad Saeed, and Huma Ali. "Innovative Work Behavior: An association of Leadership Styles, Job Autonomy, and Employee Proactive Behavior." Winter 2023 3, no. 1 (2023): 190–211. http://dx.doi.org/10.54183/jssr.v3i1.128.

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The goal of this study is to examine the function of job autonomy, proactive employee behaviour, and prestige & dominance leadership styles as an interpreter of innovative work behaviour. The sample of this research was taken from 269 employees of public power generation plants and independent power producers of Pakistan using a purposive sampling technique. Using Smart-PLS 3.0 as a statistical tool, data was processed, and hypotheses were verified using structural equation modelling (SEM). The results of this study show that all hypotheses are supported, and that employee proactive behavi

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Ngo, Liem Viet, Nguyen Phong Nguyen, Kim Thien Huynh, Gary Gregory, and Pham Hung Cuong. "Converting internal brand knowledge into employee performance." Journal of Product & Brand Management 29, no. 3 (2019): 273–87. http://dx.doi.org/10.1108/jpbm-10-2018-2068.

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Purpose Internal branding efforts are essential in improving employee performance in services marketing. Drawing on reformulation of attitude theory, this paper aims to contribute to the internal branding literature by positing that while internal brand knowledge (IBK) is essential for transforming brand vision into brand reality, it is not brand knowledge per se but its integration with other brand- and customer-related aspects that drive superior employee performance. In particular, this paper develops a cognitive-affective-behaviour model of internal branding proposing that IBK results in h

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Elorza, Unai, Christopher Harris, Aitor Aritzeta, and Nekane Balluerka. "The effect of management and employee perspectives of high-performance work systems on employees’ discretionary behaviour." Personnel Review 45, no. 1 (2016): 121–41. http://dx.doi.org/10.1108/pr-07-2014-0167.

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Purpose – The purpose of this paper is to understand how management and employee perspectives of high-performance work systems (HPWS) relate to employee discretionary behaviour. In addition, the paper examines to what extent the relationship between employees’ perception of the HPWS and discretionary behaviour varies among different organizations/groups. Design/methodology/approach – Two samples were used in the study. The first sample included data from 51 managers and 1,023 employees from 26 manufacturing companies. The second sample included 52 managers and 6,382 employees from 42 manufactu

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Saghih, Amir Mohammad Fakoor, and Reyhane Ilani. "Bullying Behavior, Mediating Role of Employee Silence and their Effects on Organisational Citizenship Behavior: Evidence from Seven Iranian Metropolises." management revue 34, no. 3 (2023): 258–76. http://dx.doi.org/10.5771/0935-9915-2023-3-258.

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Depending on dominant organisational conditions, various factors may affect the service quality and employees' willingness to behave positively. Therefore, this study investigated the effects of bullying behaviour on organisational citizenship behaviour (OCB) through employee silence. This is an applied-descriptive survey consisting of drivers (1820 in total) of private bus companies in seven Iranian metropolises. The statistical population was selected through simple random sampling. After that, questionnaires were distributed, and the collected data were analysed through structural equation

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Khan, Adil Hakeem, and Sheeba Shamim. "ORGANIZATIONAL BEHAVIOUR IN CORPORATES." Journal Of Third World Economics 2, no. 2 (2024): 62–63. https://doi.org/10.26480/jtwe.02.2024.62.63.

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Organization and its behavior is necessary for any Corporate Company and Employees are the key factor’s of any organization. Thus we can conclude the organization success by keeping in view of employee behavior and organization behaviors simultaneously. In corporate world the managers in the middle line help employees of lower management to connect the top management by taking feedback of all the employees in the organization. This really help top management to describe organizational behavior and its target. To meet the deadline of the targets of business, employer should have better communic

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Shehzadi, Marwa, and Ather Azim Khan. "The Influence of Workplace Incivility on Innovative Work Behavior: Mediating Effect of Employee Engagement and Moderating Effect of Emotional Intelligence." Journal of Asian Development Studies 13, no. 2 (2024): 495–511. http://dx.doi.org/10.62345/jads.2024.13.2.41.

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Workplace incivility is a common problem in academic intuitions, leading to deviant behaviours between both academic and non-academic staff members that have a robust significant impact on employees' behaviours towards organizations. Workplace incivility can stifle employee creativity. This study explores how employee engagement mediates this adverse effect and how emotional intelligence moderates the relationship between incivility and engagement. Drawing on the Conservation of Resources (COR) theory, we propose that incivility depletes employee resources, hindering innovative work behaviour.

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Budzanowska-Drzewiecka, Małgorzata, and Marta Tutko. "The impact of individual motivation on employee voluntary pro-environmental behaviours: the motivation towards the environment of Polish employees." Management of Environmental Quality: An International Journal 32, no. 5 (2021): 929–48. http://dx.doi.org/10.1108/meq-11-2020-0268.

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PurposeEnvironmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on employee voluntary pro-environmental behaviours in Poland. It aims (1) to examine the scope of employee green behaviours in the private and public sphere and (2) to explore the relationship between individual motivation and pro-environmental behaviours.Design/methodology/approachSelf-administered questionnaire was used for collecting data from 325 Polish employees. A structural equation modelling was applied to esti

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Pujianto, Wahyu Eko, Lailatul Musyaffaah, and Supriyadi. "Organizational Justice to Employee Innovative Work Behavior: Mediation Effect of Learning Capacity and Moderation Effect of Blue Ocean Leadership." GREENOMIKA 5, no. 1 (2023): 77–93. http://dx.doi.org/10.55732/unu.gnk.2022.05.1.8.

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Employee innovation has become an important factor in ensuring organisational success in a dynamic and competitive business environment. The concept of organizational justice plays an important role in promoting employee innovative work behaviour in each employee. This study aims to explore the relationship between organizational justice and employee innovative work behaviour by adding the mediating effect of learning capacity variables and the moderating effect of blue ocean leadership variables to complete the gap of previous studies. This study sampled employees with why generation criteria

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Walt, Zelda van der, Marina Bornman, and Grietjie Verhoef. "A Substantive Theory Explaining Namibian Employers’ Tax Compliance Behaviour towards Employee Taxes." International Journal of Research and Scientific Innovation XII, no. III (2025): 151–66. https://doi.org/10.51244/ijrsi.2025.12030011.

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Studies on tax compliance behaviour seek to identify the key determinants and frameworks for the compliance decision. These studies primarily explain the compliance decisions of tax-liable persons regarding their own taxes. However, compliance behaviour relating to employers’ withholding and remitting employees’ taxes may be more complex than the conduct of individuals regarding their own taxes. Few studies have investigated the compliance decisions of employers regarding withholding and remitting taxes on behalf of employees. In this study, using a grounded theory (GT) approach, a systematic

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Valentina Happy Vanesa. "The Effect of Transformational and Transactional Leadership on Employee Negative Behavior Mediated by Work Stress." International Journal of Science, Technology & Management 2, no. 1 (2021): 368–76. http://dx.doi.org/10.46729/ijstm.v2i1.162.

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The objectives of this research was analyzed the effect of transactional leadership on work stress , the effect of transactional leadership on employee negative behavior, the effect transformational leadership on work stress, the effect of transformational leadership on employee negative behavior, and the effect of positively work stress on employee negative behavior. This research also analyzed the impact of transformational and transactional leadership on employee negative behaviour through work stress. The population of this study consist of two hundred employees PT. X Jakarta as the respon

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McCarthy, Dermot, Eoin Reeves, and Tom Turner. "Can employee share‐ownership improve employee attitudes and behaviour?" Employee Relations 32, no. 4 (2010): 382–95. http://dx.doi.org/10.1108/01425451011051604.

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Gautam, Prakash Kumar. "Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction." PYC Nepal Journal of Management 13, no. 1 (2020): 17–32. http://dx.doi.org/10.3126/pycnjm.v13i1.31493.

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Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Pr

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Isang, Eni Naomi, Prof Inyang Benjamin J, Eteng Joy Umuolo, Ndatah Emem Udo, Chenui Armand Phobuh, and Odama Patrick Ojeka. "The Effect of Employee Training and Supervision on Employees Knowledge Sharing Behaviour in Federal Universities, Nigeria." Frontiers in Management Science 4, no. 3 (2025): 9–21. https://doi.org/10.63593/fms.2788-8592.2025.05.002.

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The study examined the effect of employee training and employee supervision on employee knowledge sharing behaviour in federal universities. Learning institutions are faced with how to manage their employees; motivating people to share knowledge, identifying the key people to share their knowledge, organising existing knowledge and making knowledge easily accessible. Evidence from literature reviews has shown that inadequate implementation of human resource management variables is responsible for poor employee knowledge sharing behaviour in federal universities. This study was carried out, usi

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Nuryadin, M. Fais Luthfi, Muh Rezky Pangeran, and Syaifullah Syaifullah. "THE ANTECEDENTS OF EMPLOYEE GREEN BEHAVIOUR IN THE SOCIETY 5.0 ERA." FINANCIAL: JURNAL AKUNTANSI 9, no. 1 (2023): 112–19. http://dx.doi.org/10.37403/financial.v9i1.528.

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Organizations in the era of Society 5.0 are expected to have a broader social responsibility by adopting green employee behavior for sustainability and meeting the social expectations of employees and society. This study aims to determine the factors that influence Green Employee Behaviour, help practitioners take strategies and policies, and help future researchers related to the topic. This research method is a systematic literature review conducted from 9 articles that have been screened according to the formulation of the research problem from the Scopus database; it was found that there a

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Goh, Edmund, and Sandra Kong. "Theft in the hotel workplace: Exploring frontline employees’ perceptions towards hotel employee theft." Tourism and Hospitality Research 18, no. 4 (2016): 442–55. http://dx.doi.org/10.1177/1467358416683770.

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A plethora of studies has investigated theft in the workplace in various industries. However, few studies investigated the motivations behind hotel employee theft especially among Generation Z undergraduates working full time as part of their internship. This targeted sample group is pivotal to the hotel industry as they are the future generation of hotel leaders. These reasons can be attitudinal such as excitement, influenced by fellow colleagues and perceived ease of committing the theft. To address this research gap, this study utilised the established theory of planned behaviour to investi

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AKRAM, TAYYABA, SHEN LEI, MUHAMMAD JAMAL HAIDER, and MUHAMMAD WAQAR AKRAM. "WHAT IMPACT DO STRUCTURAL, RELATIONAL AND COGNITIVE ORGANISATIONAL SOCIAL CAPITAL HAVE ON EMPLOYEE INNOVATIVE WORK BEHAVIOUR? A STUDY FROM CHINA." International Journal of Innovation Management 21, no. 02 (2017): 1750012. http://dx.doi.org/10.1142/s1363919617500128.

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In this study, researchers proposed that organisational social capital (OSC) have a positive and significant impact on the employee innovative work behaviour. Three forms of OSC i.e., structural, relational and cognitive OSC proposed to have a positive and significant impact on the employee innovative work behavior. To find out how much variance each of these forms of OSC contribute in employee innovative work behaviour, correlation and multiple regression analyses were applied on a sample of 235 employees collected from an IT and computer-based service provider firm situated in China. Results

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Sanni, Mubaraq, Abdulrasaq Mustapha, and Wahab Lawal. "PERFORMANCE MEASUREMENT, REWARD SYSTEM AND EMPLOYEES’ DYSFUNCTIONAL BEHAVOURS: EVIDENCES FROM MANUFACTURING SMALL AND MEDIUM ENTERPRISES IN KWARA STATE, NIGERIA." GOMBE JOURNAL OF ADMINISTRATION AND MANAGEMENT (GJAM) 2, no. 2 (2019): 1–13. https://doi.org/10.64290/gjam.v2i2.976.

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Expectedly, control systems are design to align individual objectives with organization-wide objectives. However, this seems not to be observable in most cases going by the series of organization problems attributed to employee dysfunctional behaviours. This study attempts to investigate the extent to which performance measurement and reward control systems influence employees’ dysfunctional behavior in manufacturing companies in Kwara State. To achieve this objective, well-structured questionnaires were sent to randomly select one hundred and thirty-eight (138) line managers as respondents. O

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Hameed, Salman, Muhammad Shahzeb Khan, Dr Danish Siddiqui, and Sheikh Muhammad Ali. "Effect of Employee Religious and Cultural Values on Sustainable Behaviour of Employee: Mediating Effect of Pro-Environmental Attitude." International Journal of Trends and Innovations in Business & Social Sciences 2, no. 2 (2024): 154–67. http://dx.doi.org/10.48112/tibss.v2i2.795.

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The study consolidates previous research on sustainable behaviour, focusing on religious and cultural values, and explores their influence and pro-environmental attitudes. Researchers integrated these areas into a comprehensive model, examining how religious and cultural values impact sustainable behaviour moderated by behaviour. Using a deductive approach and convenience random sampling, data was collected through an adapted questionnaire from 364 personnel in various job levels across manufacturing sectors in Karachi, Pakistan. The structural equation model (SEM) results show significance in

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Nardo, Rio, and Ratnasartika Aprilyani. "The Effect of Training and Development on Innovative Behaviour in Organisations." Journal of International Conference Proceedings 7, no. 1 (2024): 272–83. http://dx.doi.org/10.32535/jicp.v7i1.3064.

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Innovation is the development of work according to the skills of employees. If the thoughts and actions of employees are creative and innovative, innovation emerges. The need for innovation arises when someone tries to do cognitive work that is not routine. This study aims to test and analyze the effect of training and development on employee innovative behavior. The benefit of this study is that it provides data on employee innovative behavior for training and development. This study employed a quantitative approach with 52 participants of Company X in Jakarta, Indonesia. Data analysis utiliz

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Budiprasetia, Andika, and Singmin Johanes Lo. "MEDIATION ACTS FROM EMPLOYEE ENGAGEMENT WHICH AFFECTS THE EMPLOYEE COMPETENCIES AND INNOVATIVE WORK BEHAVIOUR ON EMPLOYEE PERFORMANCE AT PT TETRA PAK INDONESIA." Dinasti International Journal of Management Science 2, no. 4 (2021): 680–88. http://dx.doi.org/10.31933/dijms.v2i4.818.

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These research was intend to discovered the mediate acts from employee engagement in influencing the affect of employee competence and innovative behaviour on Employees' performance at PT Tetra Pak Indonesia. These research population here used saturated sample from all service engineer employees, with a total sample of 76 service engineers. The data analysis method used Structural Equation Model-Partial Least Square (SEM PLS). The research outcomes showed that innovative behaviour did not have an significant affect towards Employee performance. Competence had an positive impact in increasing

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Liu, Xuemei, Zhiwei Zhu, Zheng Liu, and Chunyan Fu. "The influence of leader empowerment behaviour on employee creativity." Management Decision 58, no. 12 (2020): 2681–703. http://dx.doi.org/10.1108/md-02-2019-0281.

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PurposeThis study, based on construal level theory, aims to examine the influential mechanism of leader empowerment behaviour on employee creativity. Specifically, it examines the mediating role of cognitive flexibility between leader empowerment behaviour and employee creativity, along with the moderating effect of consideration of future consequences (CFC) on this linkage.Design/methodology/approachA two time-point survey study (n = 214) was conducted to collect information from leaders and employees in terms of mutual evaluation in several Chinese industries. To effectively avoid common sou

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Akotia, Michael Worlanyo, Dennis Yao Dzansi, Patient Rambe, and Emanuel Kodzo Sakyi. "Transformational Leadership, Absorptive Capacity and Innovative Work Behaviour: Case Study in the Ghanaian Hospitality Industry." International Journal of Management, Accounting and Economics 11, no. 9 (2024): 1153–77. https://doi.org/10.5281/zenodo.13754558.

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This study examined the impact of transformational leadership on innovative work behaviour (IWB) among employees in Ghana's hospitality sector. It also explored how organizational and employee absorptive capacity (AC) moderates the relationship between transformational leadership and innovative work behaviour. Data were randomly collected from 795 employees across star-rated hotels in the Volta Region of Ghana through structured questionnaires. The findings reveal that transformational leadership significantly impacts employees' innovative work behaviour. In addition, organizational and employ

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Addai, Prince, John Avor, Isaac Nti Ofori, and Daniel Ntiamoah Tweneboah. "Ethical leadership and productive work attitudes among micro financial institutions in Ghana." Management Research Review 42, no. 9 (2019): 1049–61. http://dx.doi.org/10.1108/mrr-06-2018-0235.

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Purpose Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employees’ productive work attitudes (employee commitment, organizational citizenship behaviour). Design/methodology/approach T

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Syiffa Chaerunisa and Zulvia Khalid. "Peran Mediasi Motivasi Kerja dalam Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Organizational Citizenship Behaviour." Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset 2, no. 5 (2024): 392–417. http://dx.doi.org/10.61132/lokawati.v2i5.1217.

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This study aims to examine The Role of Work Motivation Mediation in the Influence of Perceived Organizational Support and Employee Engagement on Organizational Citizenship Behaviour in employees of the Pusat Jasa Kearsipan, Arsip Nasional Republik Indonesia. The employee population at the Pusat Jasa Kearsipan, Arsip Nasional Republik Indonesia is 55 people. The sample used in this study is using a saturated sample. Data was collected through a questionnaire with a likert scale processed using Microsoft Excel 2013 software and Smart PLS 4.1 version. The research method used is SEM PLS. The resu

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Jans, N., J. Frazer-Jans, and J. Louviere. "Employee choice modelling: Predicting employee behaviour under varied employment conditions." Asia Pacific Journal of Human Resources 39, no. 3 (2001): 59–81. http://dx.doi.org/10.1177/103841110103900305.

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Chinomona, Elizabeth, and Teboho Mofokeng. "Impact of leadership on organizational citizenship behaviour, organizational commitment and job performance: An application of leader- member exchange theory." Corporate Ownership and Control 14, no. 3 (2017): 309–19. http://dx.doi.org/10.22495/cocv14i3c2art5.

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The purpose of the study was to investigate the influence of servant leadership on organizational citizenship behaviour, organizational commitment and job performance from a Leader- Member Exchange (LMX) perspective. It aims at contributing new knowledge to research constituting servant leadership within the workplace. The aim of the study was to examine in essence, the impact of servant leadership on organizational citizenship behaviour and organizational commitment and the consequential outcome on employee job performance. LMX theory is the theoretical framework that forms the basis on which

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Oremodu, Solomon, Kabuoh Nma, Binuyo Adekunle, and Akpa Ozioma. "RELATIONSHIP BETWEEN WORK BEHAVIOUR SUB VARIABLES AND ROLE EFFICIENCY OF HEALTH SECTOR EMPLOYEE PERFORMANCE IN SELECTED PRIVATE AND TEACHING HOSPITALS IN LAGOS STATE." International Journal of Advanced Studies in Economics and Public Sector Management 10, no. 1 (2022): 77–97. http://dx.doi.org/10.48028/iiprds/ijasepsm.v10.i1.06.

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Employee work behaviour (WB) as a construct is critical to the task performance of any organisation. In spite of this; little or no attention has been attached to the relevance of WB as it applies to the Nigerian medical sectors employees’ performance. Consequently, this study evaluated the relationship between work behaviour sub variables and rolek efficiency of health sector employee performance in selected private and teaching hospitals in Lagos State, Nigeria. The study adopted a cross sectional research design on the population of 2,886 employees of the selected hospitals. A purposive and

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Sari Natonis and Arjuna Purba. "PENGARUH LEADERSHIP BEHAVIOUR TERHADAP EMPLOYEE BEHAVIOUR: SEBUAH STUDI LITERATUR." Equivalent : Journal Of Economic, Accounting and Management 2, no. 1 (2023): 169–79. http://dx.doi.org/10.61994/equivalent.v2i1.366.

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Abstract : The research aims to examine CEO leadership behavior which influences aspects of employee behavior when working in the company which will ultimately influence company performance. This research uses the Systematic Literature Review (SLR) method, which is a systematic way to collect, critically evaluate, integrate and present findings from various research studies on research questions or topics of interest. In general, this research groups CEO leadership behavior based on aspects of the level of relationship with employees and based on focus on tasks. The way a CEO leads and interac

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Alhashedi, Aref Abdulkarem Ali, Barjoyai Bardai, Maged M. Mahyoub Al-Dubai, and Mohammed Abdulrazzaq Alaghbari. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR ROLE IN MEDIATING THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON ORGANIZATIONAL PERFORMANCE IN GOLD INDUSTRY OF SAUDI ARABIA." Business: Theory and Practice 22, no. 1 (2021): 39–54. http://dx.doi.org/10.3846/btp.2021.12774.

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This paper mainly aims at investigating the mediating effect of organizational citizenship behaviour in the relationship between transformational leadership behaviour and organizational performance as well as the mediating effect of organizational citizenship behaviour in the relationship between psychological ownership, working environment, employee involvement, incentives, and employee motivation, and organizational performance. To achieve the objectives of the study, quantitative research approach was applied through a questionnaire specifically designed to collect primary information from

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Zhao, Yufei, Li Yan, and Hean Tat Keh. "The effects of employee behaviours on customer participation in the service encounter." European Journal of Marketing 52, no. 5/6 (2018): 1203–22. http://dx.doi.org/10.1108/ejm-10-2016-0559.

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PurposeThere is considerable research examining the consequences and contingency factors of customer participation in the service encounter. In comparison, there is disproportionately less research examining the antecedents of customer participation. This paper aims to propose and test an appraisal-emotive framework of the effects of front-line employees’ in-role and extra-role behaviours on customer participation.Design/methodology/approachA survey on 583 customers of retail banks in China has been conducted to test the framework. Structural equation modelling and dominance analysis have been

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Ikko Rosalia and Enny Diah Astuti. "Analisis Organizational Citizenship Behavior Terhadap Kinerja Karyawan." Jurnal Mahasiswa Kreatif 2, no. 2 (2024): 35–41. https://doi.org/10.59581/jmk-widyakarya.v2i2.2971.

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The purpose of this study is to analyze Organizational Citizenship Behavior on employee performance. The sample in this study was employees which amounted to 65 employees with a total sampling technique. The analysis technique uses data Validity Test, Data Reability Test, Normality Classical Assumption Test, Simple Linear Regression Test, Partial T Test, Determination Test. The results showed that Organization Citizenship Behaviour on employee performance can be concluded that Organizatiion Citizenship Behaviour on employee performance has an influence based on the results of the calculation t

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