Search Results (70)

Employee creativity is essential for navigating digital disruption and maintaining organizational competitiveness; however, the mechanisms through which digital leadership fosters creativity remain underexplored. This study investigates the psychological and social processes through which digital leadership influences workplace creativity. Grounded in social cognitive and social exchange theories, the proposed model incorporates innovation self-efficacy and knowledge sharing as mediators and technology readiness as a moderator. Data were collected using a three-wave, time-lagged, multi-source survey design from 234 matched respondents, including employees and supervisors, across 20 business units in seven regional branches of a large Chinese organization undergoing digital transformation. The findings indicate that digital leadership significantly enhances employee creativity through the partial mediation of both innovation self-efficacy and knowledge sharing. Notably, the indirect effect through knowledge sharing was stronger, underscoring the critical role of collaborative processes in driving creativity. Furthermore, technology readiness positively moderates the effects of digital leadership on both mediators and amplifies the indirect effects on creativity. These findings provide valuable insights into how organizations can leverage digital leadership more effectively by aligning leadership strategies with employees’ psychological readiness and fostering a digitally supportive work environment. Full article

Much U.S. research supports the effectiveness of parenting education delivered via the home visiting method. Home visitors are essential to reaching fathers in this context, but not all have favorable attitudes toward father engagement or feel confident working with fathers. Given that father involvement is important for a wide range of child and adolescent outcomes and that fathers benefit from parenting education, it is important to better understand the forces that shape home visitors’ attitudes toward fathers, and thus their subsequent efforts to include them in publicly funded programming. Using survey data from 95 home visitors in Tennessee, this study explores whether home visitors’ beliefs about fathers and attitudes toward father engagement vary as a function of home visitor or agency characteristics. Results suggest training in social work, reporting father-friendly organizational attitudes and behaviors at one’s agency, and reporting supervisor support specifically for father engagement relate to various favorable fathering attitudes. Home visitors’ strategies to engage fathers in home visiting are presented, including strategies for before, during, and after the home visit. Overall, family service agency administrators are in key positions to make decisions that can improve agency father-friendliness, home visitor attitudes toward fathers, and subsequent outcomes for fathers, mothers, and children. Full article

This study investigates the mechanisms through which employees’ green behavioural intention (GBI) translates into employee in-role green behaviour (EGB-IR) in the hospitality sector. Drawing on the Theory of Planned Behaviour (TPB) and the Value-Belief Norm (VBN) theory, we propose an extended model that incorporates four contextual mediators —customers’ environmental attitudes (CEAs), coworkers’ green work climate (CGWC), supervisors’ commitment to the environment (SCE), and environmental organisational policy (EOP)—to explain how the relationship between intentions and behaviours is mediated by these social and organisational factors. Data were collected through a self-administered survey of 497 employees from hotels located in the Canary Islands, a recognised coastal tourism destination facing relevant environmental challenges. The proposed relationships were tested using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results confirm that GBI significantly predicts in-role green behaviour (EGB-IR), and all four contextual factors partially mediate this relationship. Among them, EOP and CGWC emerged as the most influential mediators. These findings underscore the importance of aligning individual motivation with supportive workplace environments to foster consistent sustainable practices in hospitality organisations. This research contributes to the growing literature on green behaviours in hospitality by empirically validating a multilevel TPB-VBN-theory-based framework and highlighting key points for hotel managers aiming to strengthen their environmental commitment through employee engagement. Full article

School social work practice in the South African context is a growing field; however, there is limited research regarding the roles and responsibilities of school social workers, particularly in the Gauteng province. This province is unique in that school social workers are employed by multiple institutions, including individual schools and the education and social development departments. This study aimed to explore and describe the roles and responsibilities of school social workers in the Gauteng province, recognizing them as critical specialists in addressing learners’ psychosocial needs within school settings. An explorative qualitative design was used in this study. Data were collected from 22 purposively selected participants, comprising school social workers, supervisors, and provincial managers of school social work programs. Semi-structured interviews were conducted to collect data, and thematic analysis was employed to identify themes. The findings revealed context-specific roles of school social workers, including the creation of conducive teaching and learning environments, advocacy for social justice and child protection, conducting interviews and psychosocial assessments, providing counseling and trauma debriefing, conducting home visits and offering family services, removing abused learners from harmful environments, including their respective homes, and providing parental skills training and support. As a conclusion, this study highlights the need for standardized national and provincial guidelines to formalize and support school social work practice. It is recommended that the identified roles be incorporated into future practice frameworks. Furthermore, it is suggested that a uniform assessment tool be developed to promote consistency and guide school social workers in the initial evaluation processes. Full article

The proactive behavior of front-line salespeople plays a crucial role in generating positive organizational outcomes. As the managers who interact most frequently with front-line employees, front-line managers’ perception of organizational support is pivotal in fostering the development of career initiative among these employees. Grounded in self-determination and social exchange theories, this study investigates whether the organizational support perceived by front-line managers influences employee initiative behavior. Meanwhile, core self-evaluation is introduced to explore how personality traits of sales personnel may influence their perception of the external environment and the formation of intrinsic motivation. This study utilized a questionnaire survey method to collect data from 50 front-line team leaders and their 299 corresponding employees across multiple cities in China, conducted over three rounds. Following the collection of the paired questionnaires, Mplus 8.0 was employed to perform reliability and validity analyses, correlation analysis, and hypothesis testing on the data. The final results revealed that supervisor’s perceived organizational support positively influences a group-inclusive climate; a group-inclusive climate can foster felt obligation and salesperson career initiative. Supervisors’ perceived organizational support enhances salesperson career initiative by making salespeople experience group-inclusive climate and develop felt obligation. Moreover, core self-evaluation significantly moderates the positive impact of the inclusive climate on these outcomes. By adopting the perspective of front-line supervisors, this research identifies an effective pathway from supervisor perception to employee behavior, elucidates the antecedents of front-line salespeople’s initiative, and reassesses the critical role of front-line supervisors within organizations. Full article

As the global workforce ages and multiple generations collaborate in workplaces, addressing the unique needs of diverse age groups becomes critical. Grounded in Social Cognitive Theory, this study examines how regulatory emotional self-efficacy in managing negative emotions serves as a crucial personal resource in protecting against interpersonal strain. It also explores whether this relationship varies between middle-aged and senior employees. Age-related improvements in emotional self-efficacy highlight its significance in shaping perceptions of workplace inclusivity, defined by the inclusive behaviors of social drivers: colleagues, supervisors, and top management. A total of 1068 employees from a leading European telecommunication organization completed online questionnaires measuring regulatory emotional self-efficacy, social drivers of inclusive workplaces, and interpersonal strain. Mediation analyses revealed that regulatory emotional self-efficacy is positively associated with perceptions of inclusive social drivers, which, in turn, are negatively related to interpersonal strain. Multi-group analyses demonstrated that the protective effects of regulatory emotional self-efficacy differ by age. While inclusive colleagues mediate the relationship across all age groups, inclusive top management is particularly significant for employees aged 45–54. These findings deepen the understanding of age-specific dynamics in fostering workplace inclusion and underscore the necessity of tailored organizational strategies to support employee well-being across the lifespan. Full article

Air traffic controller employees in Libya face difficult working environments due to a lack of supervisory support in a high-pressure environment. This support is necessary for the capacity to make crucial decisions, especially in emergencies requiring quick action and decision making. This study’s purpose was to leverage the social exchange theory to investigate the mediating role of work engagement and the moderating role of emotional stability in the relationship between perceived supervisory support and the service recovery performance of air traffic controllers in three units: the Area Control Center, Approach Control, and Control Tower. A stratified sampling technique was employed to collect data from 168 air traffic controller employees. Of the total responses, 6 were considered invalid, resulting in 162 valid usable responses. The collected data were analyzed using partial least squares structural equation modeling (PLS-SEM) software (version 4.1.0.8). This study discovered that perceived supervisory support had a positive and significant impact on service recovery performance and work engagement. It was revealed that work engagement partially mediates the relationship between perceived supervisory support and service recovery performance. Furthermore, the moderating relationship between emotional stability and perceived supervisory support had a positive and significant influence on service recovery performance. Supervisors should adopt measures that enhance employee engagement, such as acknowledging individual and collective achievements, promoting involvement in decision making, and providing avenues for professional development. These will contribute to improvements in supervisory support and impact service recovery performance. Full article

Many Black, Asian, and ethnic minoritised students on university courses leading to professional qualifications face racism on placement. Our own institutional review at one UK university highlighted differential placement outcomes for students in the Schools of Social Work, Education, and Health Sciences. To investigate, a qualitative study was conducted between April to October 2024, using focus groups and interviews with 20 students and 19 staff (lecturers and placement supervisors from the NHS, County Council, and schools). Researchers used NVivo to support the thematic analysis of the qualitative data. Key findings identified various enabling factors, including the significance of supervisory placement support and the quality of placement environment. However, our data further confirmed several inhibiting factors, including power dynamics, systemic failures, and broken trust, contributing to racialised and oppressive placement conditions. We recommend that the university and placement providers have a dedicated system for reporting race-specific incidents to a dedicated person/team who are trained and accountable for tackling and preventing racists incidents on placements. Full article

Based on Hirschman’s theory of loyalty and Packer’s normative conflict model, the present study examined the roles of organizational identification in the voice emergence and reaction processes, wherein individuals provide voice and receive evaluations for their voice behavior, respectively. Using a survey method, data were collected from 455 cadets and their supervisors at a military educational institute in South Korea, who live and work together under an honor-based organizational system that encourages voice behavior through formal and informal channels. Structural equation modeling (SEM) was used for hypothesis testing. Our findings from multi-source data demonstrated that, when controlling for two social exchange variables (i.e., leader–member exchange and perceived organizational support), organizational identification not only increases voice behavior but also strengthens the positive relationship between voice behavior and supervisor performance evaluations. Specifically, voice behavior has a positive relationship with performance appraisal only when organizational identification is high. Theoretical and practical implications of the findings and directions for future research are discussed. Full article

The construction industry is a critical pillar of China’s economy, providing substantial employment opportunities for society. However, the high turnover rate among frontline construction workers has become a significant challenge to the development of the industry. This high mobility not only increases recruitment and training costs for companies but also seriously affects the quality, safety, and productivity of construction projects. This study aims to investigate the impact of employee training on the turnover intention of frontline employees in the construction industry, as well as to analyze the role of organizational identification and perceived supervisor support. Data were analyzed through a structured questionnaire survey of 533 frontline construction employees using the study’s Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training is effective in reducing turnover intention among frontline employees and that this effect is partly achieved by increasing employees’ organizational identification. In addition, perceived supervisor support moderates the relationship between employee training and turnover intention, and the effect of employee training on reducing turnover intention is more significant when perceived supervisor support is high. This study further validates the applicability of social exchange theory in the context of China’s construction industry, reveals the key roles of employee training and organizational identification in reducing turnover intention, and highlights the important influence of perceived supervisor support as a means of enhancing the effectiveness of employee training, which provides a rationale for Chinese construction firms to optimize the training system and enhance supervisor support in order to improve employee retention intention. Full article

Background/Objectives: The COVID-19 pandemic placed an immense burden on nursing home staff, significantly increasing their workload. How the impact of these challenges on job satisfaction is mitigated by personal and social resources, along with organisational support measures initiated by nursing homes, is investigated in this study. Methods: In 2021, a cross-sectional survey was conducted among nursing home staff in Rhineland-Palatinate (n = 373). The questionnaire contained parts of standardised instruments (parts of the Copenhagen Psychosocial Questionnaire (COPSOQ), Brief Resilience Scale) and self-developed questions related to support measures such as training, psychological support and work organisation changes. The association of these support measures, as well as personal and social resources (e.g., resilience, social support, sense of community), with job satisfaction was explored. Descriptive, bivariate and regression analyses were conducted. Results: While various support measures were offered to the nursing home staff, significant gaps remained. Training on hygiene and COVID-19 care was beneficial but not universally available. Similarly, psychological, pastoral and palliative support was lacking for a large portion of nursing home staff. Surprisingly, in the regression analysis, frequent information updates from supervisors were found to be negatively correlated with job satisfaction (p = 0.002). However, some personal and social resources (resilience (p = 0.002), social support (p = 0.001), sense of community at work (p ≤ 0.001), commitment to the workplace (p = 0.019), recognition by management (p ≤ 0.001)), and various support measures (training programmes (p = 0.005), changes in work organisation (p = 0.008), technical measures (p = 0.025)) were positively correlated with job satisfaction. Conclusions: This study highlights that despite the implementation of various support measures for nursing home staff during the COVID-19 pandemic, significant gaps remained. Notably, a substantial portion of staff members lacked access to crucial support services such as psychological, pastoral and palliative care. Furthermore, healthcare facility managers should prioritise the following support measures, especially during crises: comprehensive training, including resilience training; flexible working arrangements; and recognition for nursing staff. Ultimately, healthcare organisations should aim to create a supportive work environment that fosters a sense of community and belonging among their nursing workforce. Full article

Few studies have examined the relationship between teleworking practices and presenteeism. This study determined the association between teleworking practices and presenteeism among teleworkers in Japan. A cross-sectional online survey was administered to 2687 teleworkers from five companies in Japan, collecting data on demographic variables, teleworking practices, frequency and duration of teleworking, presenteeism, and various lifestyle- and health-related factors. A logistic regression analysis was performed. Teleworkers with full-time employment and less teleworking experience exhibited higher presenteeism rates. Key practices negatively associated with presenteeism included creating a dedicated workspace, chatting with colleagues, and setting daily work goals. Gender differences were significant: for men, additional practices, such as determining their work hours, were beneficial; while for women, chatting with colleagues was particularly important. A sensitivity analysis indicated that specific teleworking practices can mitigate presenteeism. Certain teleworking practices, such as creating a workspace, chatting with colleagues, and setting work goals, were associated with lower presenteeism among teleworkers. These findings highlight the need for organizations to support telework ergonomics, promote social interaction, and encourage goal setting to enhance teleworker productivity and health. Training for employees and supervisors to raise awareness of their own and their subordinates’ health while teleworking is advised. Full article

This study documents the experiences of health system personnel in the implementation of mass distribution campaigns for the control of lymphatic filariasis in rural Guinea. This was an exploratory qualitative study using data collected from implementing actors of mass distribution campaigns in the Boké health district. The results showed four main facilitators of mass distribution campaign rollout in the Boké health district: (i) support to the district teams in the organization of the campaigns; (ii) involvement of community-based associations in social mobilization; (iii) strong adherence of the communities to the different mass distribution campaigns, facilitated through the involvement of community relays, who are members of these communities, in the distribution of drugs; and (iv) transparency in the allocation of incentives to drug dispensers and supervisors. However, the frequent shortages of medicines, the difficulty of access to rural areas, and the lack of logistical means for the supervision of activities were the main obstacles to the success of the various mass distribution campaigns in Boké. The provision of buffer stocks for special areas such as Boké by national programme actors and partners, joint planning of campaign activities with local managers of health systems and services, and improvement of existing mechanisms for motivating health workers, including community health workers, during future campaigns should help to achieve national objectives in the fight against NTDs in Guinea. Full article

This study addresses the academic gap in the adoption of generative AI systems by investigating the factors influencing technology acceptance and usage behavior in Korean firms. Although recent advancements in AI are accelerating digital transformation and innovation, empirical research on the adoption of these systems remains scarce. To fill this gap, this study applies the Unified Theory of Acceptance and Use of Technology (UTAUT) model, surveying 300 employees from both large and small enterprises in South Korea. The findings reveal that effort expectancy and social influence significantly influence employees’ behavioral intention to use generative AI systems. Specifically, effort expectancy plays a critical role in the early stages of adoption, while social influence, including support from supervisors and peers, strongly drives the adoption process. In contrast, performance expectancy and facilitating conditions show no significant impact. The study also highlights the differential effects of age and work experience on behavioral intention and usage behavior. For older employees, social support is a key factor in technology acceptance, whereas employees with more experience exhibit a more positive attitude toward adopting new technologies. Conversely, facilitating conditions are more critical for younger employees. This study contributes to the understanding of the interaction between various factors in AI technology adoption and offers strategic insights for the successful implementation of AI systems in Korean companies. Full article

Given the dearth of systematic research and inconclusive results regarding the effectiveness of emotional intelligence (EI) training in adult training, this study was conducted to evaluate the effectiveness of EI training. This study aimed to assess the effectiveness of EI training on learning and transfer outcomes, considering underexplored moderation of social and organizational support with experimental and longitudinal research design. Training transfer was measured through changes in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Participants self-assessed their OCB and CWB levels, while their supervisors also provided evaluations, allowing for separate analysis. Data, from a sample comprising 176 government officials, were collected across different periods and analyzed employing diverse analytical tools. The results revealed positive effects of EI training on training outcomes in both samples but positive moderation effect of social and organizational support on the effect of EI training on training outcomes was observed in the self-evaluation sample but not in the supervisor evaluation sample. The findings advance the debate on social exchange theory and organizational support theory by showing the boundary condition of their applicability. Furthermore, this study clarifies the impact of EI training on training outcomes by emphasizing the nuanced role of social and organizational support. Full article