The Present study empirically examines the impact of perfectionist striving on active behavior and task performance. Work motivation used as a mediating mechanism and basic psychological needs employed as a moderator between perfectionist striving and workplace behaviors. It’s a moderated mediating study because of the interest of knowing the conditional nature of mediating variable. Self-determination theory has been employed as theoretical background of these relationships in order to have full and thorough understanding of the link from perfection to performance. Data were collected from 220 subordinates-supervisor matching dyads of engineers from different organizations of Pakistan using convenient sampling technique. Exploratory factor analysis and hierarchical regression used to check the direct relationships. Indirect macro used for mediating relations and process macro used for moderating relation of the study. Results supported the positive association of perfectionist striving with task performance and proactive behaviour. Furthermore, results also supported the mediating effect of work motivation. However, results could not predict the moderating role of basic psychological needs. Moreover, findings of present research bring an important implications for organizations to consider perfectionism as positive attitude because it relates to adaptive outcome and positive work behaviours such as performance.
Employee safety behavior is a dynamic phenomenon that takes place in every organization where employee’s concerns are taken for granted. Organizations and their respective authority are in search of ways to reduce the magnitude of such behavior by counseling employees. Research scholars play an important role in understanding and developing employee safety behavior. In this regard, specifically for assessing the way and magnitude of employee safety behavior (ESB), researchers have developed a tool to measure it. For achieving such an objective, researchers theoretically proposed the indicators to measure employee safety behavior effectively. These behaviors were: Avoidance and aggression coded as SBAV (safety behavior for avoidance) and SBAG (safety behavior for aggression). The present study strengthens the theoretical rationale of previous studies and validated the psychometric properties of employee safety behavior in the Pakistani context. 400 employees from 11 branches situated in different regions were surveyed, and data was analyzed using SMART PLS 3.0–software prominent due to its methodological usefulness. Findings illustrated that instrument satisfaction met the criteria of internal consistency reliability, convergent validity, and discriminant validity for both ESB dimensions. Findings clearly demonstrated that the ESB scale is effective enough in measuring employee safety behavior in the microfinance sector of Sindh, Pakistan. Hence, Future researchers are recommended to use this tool in measuring employee safety behavior in developing countries, specifically in Pakistan.
ABSTRACT
Purpose – Adopting a qualitative approach, this study inquired into Human Resource Management (HRM) practices in relation to job satisfaction. The aim was to develop a better understanding of how and why organizations prioritize performance at the workplace.
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