From Feedback Seeking to Psychological Attachment, the Mediating Role of Adaptive Performance in Perceived Obstruction Context

Déprez, Guillaume Roland Michel; Bazine, Nicolas; Fréour, Léa; Peña-Jimenez, Marco; Cangialosi, Nicola; Battistelli, Adalgisa

doi:10.1017/sjp.2021.1

Cited by 9 publications

(2 citation statements)

References 84 publications

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“…In addition, the significant role of adaptive performance has shed light on the practitioners by conducting more empirical studies that investigate factors influencing adaptive performance. For example, several studies have shown that individual-based factors, such as feedback seeking [16], empowerment practice [17], and trait goal orientation, have proven the influence adaptive performance. Also, organizational-related factors, too, are gaining interest among scholars.…”

Section: Literature Reviewmentioning

confidence: 99%

Adaptive Performance Among Malaysian Public University Lecturers

Iskandar¹,

Rahim²,

Arham³

et al. 2023

Advances in Social Science, Education and Humanities Research

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One of the ways for organizations to remain competitive and relevant in their respective industry is through the employment of highly adaptive employees. The ability to act swiftly toward current situational environment needs (such as the adoption of educational technologies) may increase the effectiveness of delivery in teaching and learning. Despite its importance, studies on the adaptive performance field remain inconclusive and the empirical findings remain exclusive to the specific context of the study. In addition, the conceptualization of adaptive performance seeks further conformity, especially from the Malaysian perspective. Thus, this study aimed to identify the factors contributing to adaptive performance among lecturers in Malaysian public universities from the view of individualbased factors and organizational-related factors. The data were collected from February to May 2021 where this study employed an online survey involving 196 respondents and adopted the Self-Determination Theory (SDT) to explain the relationship among the variables. The Smart Partial Least Square Method (Smart-PLS) was used as the statistical tool for measurement model analysis and structural model analysis. The results indicated that individual-based factors (namely: career development and readiness to change), as well as an organizational-related factor (emergent change), were positive and significant factors contributing to adaptive performance. Besides, the finding empirically discovered that career development was the best factor influencing adaptive performance through the Importance-Performance Map Analysis (IPMA) analysis. Thus, the use of the SDT supported self-regulated behaviour such as adaptive performance.

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Section: Literature Reviewmentioning

confidence: 99%

Adaptive Performance Among Malaysian Public University Lecturers

Iskandar¹,

Rahim²,

Arham³

et al. 2023

Advances in Social Science, Education and Humanities Research

View full text Add to dashboard Cite

show abstract

“…Lastly, the current study aimed to examine the role of self-control (SC) in moderating the POF-JN link along with its role in mitigating the indirect effect of POO on JN through POF. In this regard, it is important to note that there are recent calls in the literature for examining individual constructs to reduce the detrimental effect of POO on its outcomes (D eprez et al, 2021;Koc ¸ak and Kerse, 2022). It is vital to understand here that SC is a dispositional trait that refers to regulation over one's thoughts, emotions and behaviors (Restubog et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Arif,

Al Hassan

2024

JABS

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Purpose Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration. Design/methodology/approach A three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done. Findings Perceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior. Originality/value The current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.

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Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

2023

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While emerging studies pay much attention to the supervisory support–employee performance relationship, the supportive supervisor consequences on employees’ attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees’ helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees’ helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees’ loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees’ helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3–5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees’ helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees’ helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees’ helping behavior. However, failed to moderate social and affective engagement relationships with employees’ helping behaviors.

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From Feedback Seeking to Psychological Attachment, the Mediating Role of Adaptive Performance in Perceived Obstruction Context

Cited by 9 publications

References 84 publications

Adaptive Performance Among Malaysian Public University Lecturers

Adaptive Performance Among Malaysian Public University Lecturers

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

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