Employee Recognition, Task Performance, and OCB: Mediated and Moderated by Pride
Abstract
:1. Introduction
2. Theory and Hypothesis
2.1. Employee Recognition with Task Performance and OCB
2.2. Pride Emotion: The Mediation and Moderated Mediation
3. Method
3.1. Sample and Procedure
3.2. Measurement
3.3. Analytical Strategy
4. Results
5. Conclusions and Discussion
5.1. Research Findings
5.2. Theoretical and Practical Contributions
5.3. Limitations and Future Directions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
References
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Variable | Item | Standardized Estimated | Standard Errors | Z (Est./S.E.) |
---|---|---|---|---|
Employee Recognition (α = 0.88, p < 0.001) | 1. My leader talks about excellent employees, and they will get extra praise and recommendation. | 0.75 | 0.06 | 13.68 |
2. When an employee works well, my leader praises him/her personally. | 0.80 | 0.06 | 14.88 | |
3. When an employee performs better than the average level, my leader praises him/her. | 0.85 | 0.06 | 16.18 | |
4. When an employee works well, my leader especially recognizes and praises him/her. | 0.64 | 0.06 | 10.58 | |
5. When an employee performs well, my leader always gives him/her positive feedback. | 0.64 | 0.06 | 10.59 | |
Authentic pride (α = 0.81, p < 0.001) | 1. I feel confident. | 0.67 | 0.07 | 11.34 |
2. I feel a sense of achievement. | 0.82 | 0.06 | 15.30 | |
3. I feel I am valuable. | 0.89 | 0.05 | 17.47 | |
4. I feel that I have achieved my goal. | 0.83 | 0.06 | 15.93 | |
5. I feel that I am knowledgeable. | 0.66 | 0.05 | 11.63 | |
6. I feel satisfied. | 0.83 | 0.06 | 15.27 | |
7. I feel I am productive. | 0.76 | 0.05 | 13.77 | |
Hubristic pride (α = 0.91, p < 0.001) | 8. I feel arrogant. | 0.48 | 0.05 | 8.18 |
9. I feel like I want to show off. | 0.71 | 0.04 | 13.12 | |
10. I feel I am snobbish. | 0.85 | 0.04 | 16.98 | |
11. I feel proud. | 0.93 | 0.03 | 19.99 | |
12. I feel self-important. | 0.65 | 0.05 | 11.73 | |
13. I feel self-righteous. | 0.89 | 0.03 | 18.49 | |
14. I think highly of myself. | 0.89 | 0.04 | 18.38 | |
Task performance (α = 0.84, p < 0.001) | 1. Adequately completes assigned duties. | 0.66 | 0.06 | 11.08 |
2. Fulfills responsibilities specified in his/her job description. | 0.73 | 0.06 | 12.60 | |
3. Performs tasks that are expected of him/her. | 0.63 | 0.07 | 10.44 | |
4. Meets formal performance requirements of the job. | 0.84 | 0.06 | 15.07 | |
5. Engages in activities that will directly affect his/her performance evaluations. | 0.39 | 0.08 | 5.99 | |
OCB (α = 0.86, p < 0.001) | 1. If employees can’t keep up with their work, he/she will give help. | 0.85 | 0.06 | 16.90 |
2. Willing to share his/her expertise with other team members. | 0.82 | 0.05 | 15.81 | |
3. Try to be a mediator when other team members disagree. | 0.38 | 0.07 | 6.17 | |
4. Take measures to try to avoid conflicts with other team members. | 0.23 | 0.08 | 3.70 | |
5. Willing to spend time helping team members who encounter problems at work. | 0.71 | 0.06 | 12.85 | |
6. Say hello to other team members in advance before doing anything that may affect them. | 0.72 | 0.06 | 13.29 | |
7. Encourage other team members when they are depressed. | 0.73 | 0.05 | 13.49 | |
8. Provide constructive suggestions on how to improve team efficiency. | 0.68 | 0.07 | 12.11 | |
9. Willing to risk dissatisfaction and express their best views on the team. | 0.38 | 0.07 | 6.22 | |
10. Participate in and actively participate in team meetings. | 0.69 | 0.06 | 12.32 |
Characteristics | Option | Frequency | Percentage |
---|---|---|---|
Gender | Man | 140 | 52.24% |
Woman | 128 | 47.76% | |
Age | 21–25 years old | 36 | 13.43% |
26–30 years old | 126 | 47.01% | |
31–40 years old 41–50 years old | 95 11 | 35.45% 4.10% | |
Education | High school and below | 2 | 0.75% |
Junior college | 34 | 12.69% | |
Undergraduate | 172 | 64.18% | |
Master or above | 60 | 22.39% | |
Marriage | Unmarried | 114 | 42.54% |
Married | 154 | 57.46% |
Variables | Mean | SD | Employee Recognition | Authentic Pride | Hubristic Pride | Task Performance |
---|---|---|---|---|---|---|
Employee Recognition | 3.24 | 0.66 | ||||
Authentic Pride | 3.95 | 0.65 | 0.20 ** | |||
Hubristic Pride | 1.63 | 0.66 | 0.01 | −0.13 * | ||
Task Performance | 5.29 | 0.81 | 0.14 * | 0.22 ** | −0.04 | |
OCB | 5.23 | 0.75 | 0.16 * | 0.21 ** | −0.06 | 0.56 ** |
χ2/df | RMSEA | NFI | IFI | TLI | CFI | |
---|---|---|---|---|---|---|
Four-factor model (OCB) | 1.79 | 0.07 | 0.83 | 0.90 | 0.88 | 0.91 |
Four-factor model (TP) | 1.82 | 0.07 | 0.81 | 0.88 | 0.87 | 0.89 |
Three-factor model | 2.39 | 0.10 | 0.70 | 0.72 | 0.72 | 0.77 |
Two-factor model | 3.58 | 0.13 | 0.58 | 0.63 | 0.55 | 0.62 |
One-factor model | 3.98 | 0.14 | 0.50 | 0.56 | 0.48 | 0.53 |
Outcome | Model 1 | Model 2 | ||||
---|---|---|---|---|---|---|
Task Performance | B | SE | t | B | SE | t |
Intercept | 4.74 | 0.25 | 19.09 *** | 3.91 | 0.35 | 11.08 *** |
Independent variable | ||||||
Employee Recognition | 0.17 | 0.07 | 2.28 * | 0.12 | 0.08 | 1.64 |
Mediator | ||||||
Authentic Pride | 0.25 | 0.08 | 3.28 ** | |||
R2 | 0.02 | 0.06 | ||||
∆R2 | 0.02 | 0.04 | ||||
F | 5.20 * | 8.07 *** | ||||
∆F | 5.197 * | 10.746 ** |
Outcome | Model 3 | Model 4 | ||||
---|---|---|---|---|---|---|
OCB | B | SE | t | B | SE | t |
Intercept | 4.64 | 0.23 | 20.39 *** | 3.91 | 0.32 | 12.10 *** |
Independent variable | ||||||
Employee Recognition | 0.18 | 0.07 | 2.64 ** | 0.14 | 0.07 | 2.03 * |
Mediator | ||||||
Authentic Pride | 0.22 | 0.07 | 3.10 ** | |||
R2 | 0.03 | 0.06 | ||||
R2 | 0.03 | 0.03 | ||||
F | 6.99 ** | 8.42 *** | ||||
∆F | 6.99 ** | 9.63 ** |
Outcome Task Performance | Hubristic Pride | B | Boot SE | 95% Confidence Level | |
---|---|---|---|---|---|
Lower | Upper | ||||
Indirect effect | |||||
Low | 0.98 | 0.02 | 0.02 | −0.01 | 0.08 |
Middle | 1.63 | 0.05 | 0.02 | 0.02 | 0.11 |
High | 2.29 | 0.08 | 0.04 | 0.02 | 0.12 |
Outcome OCB | Hubristic Pride | B | Boot SE | 95% Confidence Level | |
---|---|---|---|---|---|
Lower | Upper | ||||
Indirect effect | |||||
Low | 0.98 | 0.02 | 0.02 | −0.01 | 0.07 |
Middle | 1.63 | 0.04 | 0.02 | 0.01 | 0.09 |
High | 2.29 | 0.07 | 0.03 | 0.02 | 0.15 |
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Yang, T.; Jiang, X.; Cheng, H. Employee Recognition, Task Performance, and OCB: Mediated and Moderated by Pride. Sustainability 2022, 14, 1631. https://doi.org/10.3390/su14031631
Yang T, Jiang X, Cheng H. Employee Recognition, Task Performance, and OCB: Mediated and Moderated by Pride. Sustainability. 2022; 14(3):1631. https://doi.org/10.3390/su14031631
Chicago/Turabian StyleYang, Tianfei, Xia Jiang, and Huan Cheng. 2022. "Employee Recognition, Task Performance, and OCB: Mediated and Moderated by Pride" Sustainability 14, no. 3: 1631. https://doi.org/10.3390/su14031631
APA StyleYang, T., Jiang, X., & Cheng, H. (2022). Employee Recognition, Task Performance, and OCB: Mediated and Moderated by Pride. Sustainability, 14(3), 1631. https://doi.org/10.3390/su14031631