Dynamics of autonomy support leadership on Gen‐Y employees in the Nigerian Public Service

Journal of Management & Organization

2021

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The success and competitiveness of an organization recruiting the emerging workforce i.e., millennials can be ascribed in part to the organization's corporate social responsibility (CSR) engagement. This study explores the impact of organizational CSR on Nigerian millennials' joining intention through CSR motive perceptions: CSR-based organizational attractiveness (CSR-based OA) and perceived altruism (PA). To examine the empirical relationship among variables, data were obtained from respondents who were seeking employment or in-between jobs. Results revealed that CSR-based OA and PA significantly mediate the relationship between CSR and millennial joining intention. Findings present a unique perspective that significantly expands the literature. The implications of results are discussed and recommendations to managers are presented.

Section: Participantssupporting

confidence: 84%

The strategic intersection of HR and CSR: CSR motive and millennial joining intention

Ikhide

Journal of Management & Organization

2021

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“…The theory postulates that volition, competence and relatedness are nutriments for intrinsic motivation, and the satisfaction of these psychological needs contributes to an employee's feeling of motivation and behavioral outcome (Deci and Ryan, 2000). For positive motivation, employees require frequent experience of competencefeeling of being good at or can become good at what they do, autonomyfeeling of having volition over what they do and relatednessthat they are connecting and relating meaningfully with others in the process (Ogunmokun et al, 2020). The theory recognizes that employees can display behavioral, affective and cognitive patterns that represent diminished functioning and suboptimal performance level, as a result of thwarted psychological needs (Deci and Ryan, 2000).…”

Section: Affordance Perspectivementioning

confidence: 99%

A balanced perspective on the affordance of a gamified HRM system for employees' creative performance

Ikhide

2022

Purpose Rather than overstating the favorable effects of gamification on work outcomes, the purpose of this paper is to present a more balanced perspective into the effects a gamified human resource management (HRM) system may have on creativity at work. This conceptual paper explores and delineates how employees' interaction with gamification features within a gamified HRM system enables and particularly undermines employees' motivation for workplace creative performance.Design/methodology/approachThe cross-disciplinary nature of this paper necessitates the reliance on theoretical principles, the explanatory and predictive capacities of theories central to human-computer interaction, employee motivation and creativity fields. Thus, the tenets of affordance, self-determination and dynamic componential theory were utilized to analyze the affordance of a gamified HRM system for employees' creative outcomes.Findings It is discovered that augmenting the HRM system with gamification affordance is crucial amid global market change and increasing digitization. However, incorporating game design elements into work systems does not necessarily guarantee an increase in creative outcomes. On the contrary, the system may equally undermine employees' motivation, which in turn hampers their creative outcomes.Originality/value Many gamification papers have more often than not touted the positive effects of such a system on the targeted outcome. Based on the affordance theory which shows that a user's interaction with gamification properties could produce different outcomes (not only favorable ones) and considering the intricacies of employees' motivation and behavioral outcomes at work, this paper takes a more balanced perspective to examine how gamification could generate intended as well as unintended consequences for employees' creativity, which is crucial to overall job performance.

“…Maslow (1943) proposes five basic interrelated human needs that function in a hierarchical structure. Satisfying these needs, from basic needs to higher needs constitutes an individual's QoL (Costanza et al, 2007; Ogunmokun et al, 2020), and self‐actualization is a state where one's lower needs are satisfied so that efforts can be focused on the pursuit of self‐transcendence where one can be happier, more fulfilled, more benevolent, and embrace universalism (Moakumla, 2018). Brooker (1975) discovered that individuals with a high score on the customer self‐actualization test (CSAT) have all the high QoL characteristics; more natural, more secure, happier, more relaxed, more environmental‐friendly and community‐oriented.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Banks CSR‐fit, customers' quality of life, and cross‐buying: A joint moderation model

Psychology and Marketing

Bayighomog

et al. 2021

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The purpose of the current study is first to investigate attitudinal loyalty as a mediator of the relationship between corporate social responsibility (CSR)-fit and cross-buying, before examining the interaction of CSR-fit, CSR support, and quality of life in predicting cross-buying through attitudinal loyalty. In total, 821 bank customers provided data for this study by filling online and in-person surveys. The results from data analysis reveal that customers' perceived CSR-fit relationship with cross-buying behavior is mediated by their attitudinal loyalty toward their bank.Moreover, the conditional process analysis indicated that while CSR support strengthened the relationship of CSR-fit and attitudinal loyalty, quality of life weakened this relationship. Specifically, in response to their banks' CSR-fit, respondents with high CSR support and perceived low quality of life were the most likely to be loyal and engage in cross-buying behaviors. The least, however, are those with low support and perceived high quality of life. This study enlightens our understanding of the intricate relationship between CSR-fit perceptions and loyalty attitudes and behaviors. It further proposes a complex model investigating the psychological contingencies of the relationship and its marketing implication in the financial sector.