The impact of task and outcome interdependence and self-efficacy on employees' work motivation: an analysis of the Malaysian retail industry

Ayupp, Kartinah; Kong, William

doi:10.1080/13602380701517048

Cited by 13 publications

(11 citation statements)

References 36 publications

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“…Based on my review of extant research on work motivation, I developed and tested the inter-relationships among work attitudes and extra-role work-related behaviours in a comprehensive framework. In addition to affording insights into the complex inter-relationships amongst these concepts, this study addresses four significant gaps identified in the work motivation and organizational behaviour literature: (1) it examines how affective commitment is related to behavioural efforts, specifically organizational citizenship behaviours (Boezeman & Ellemers, 2008); (2) it utilizes reliable and validated instruments (Toode et al, 2011); (3) it comprises a fairly large sample to have empirical support for generalizability (Ayupp & Kong, 2010); and (4) by using a cross-sector design, it is generalizable to nurses actively working in hospitals, the community, and long-term care settings in Ontario, Canada (Park, 2010).…”

Section: Purposementioning

confidence: 99%

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Insights into Nurses’ Work: Exploring Relationships among Work Attitudes & Work-related Behaviours

Perreira

Berta

Barnsley

et al. 2016

AMPROC

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Work motivation has been associated with work productivity. In health care, low motivation levels are associated with low productivity and linked to poor performance, decreased patient safety, and overall poor quality care. Hence the importance, ascribed in the literature, to clearly identifying the relationships between and among factors associated with work motivation, including work attitudes, and behaviours linked to work performance such as extra-role behaviours. Despite their importance to performance in health care, these relationships are understudied and poorly understood. The purpose of this study is to better understand work attitudes and their relationships to one another and to extra-role behaviours amongst nurses working in hospitals, the community, and long-term care settings in Ontario. This study comprises two stages: first, a scoping review focused on identifying individual-, unit-level, and organization-level characteristics that influence work motivation in health service organizations. The findings from the scoping review, augmented by a more in-depth review of the literature, aided in the development of a conceptual framework that guided the second stage of the study, to examine relationships amongst a specific set of nurses' work attitudes-including perceptions of organizational justice, perceived organizational support, and affective commitment-and extraiii role behaviours-specifically, organizational citizenship behaviours-in Ontario health care settings. In the second stage of the study, a survey was developed and administered to frontline nurses actively working in hospitals, the community, and long-term care settings in Ontario. Relationships amongst the constructs of interest were examined using structural equation modeling and path analysis. Examining the relationships of these concepts in a single model is novel, and offers insights regarding their complexity. The analyses further suggest that prior studies may be under-nuanced, and approaches to conceptualizing the concepts of perceived organizational justice and affective commitment in particular may have led to erroneous conclusions regarding their associations with perceived organizational support and organizational citizenship behaviours. This study further addresses four significant gaps previously identified in the work motivation and work behaviour literature: (1) how affective commitment relates to behavioural efforts, specifically organizational citizenship behaviours; (2) utilization of reliable and validated instruments to study work motivation; (3) use of a sufficiently large sample to have empirical support for generalizability; and (4) examination of these phenomena, among nurses, across diverse health care settings.

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Section: Purposementioning

confidence: 99%

“…Shared goals, linking employee goals and company goals, has been shown to reinforce work motivation (Ayupp & Kong, 2010), where pursuing set goals reduces the negative effects of high demands (Tadic, Bakker, & Oerlemans, 2013). High demands refer to jobs that are onerous, over-challenging, or require an unreasonable amount of effort.…”

Section: Scoping Reviewmentioning

confidence: 99%

Insights into Nurses’ Work: Exploring Relationships among Work Attitudes & Work-related Behaviours

Perreira

Berta

Barnsley

et al. 2016

AMPROC

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“…Abdullah et al, 2010;Nankervis, Compton, & Baird, 2008). By providing individualized concern for subordinates' personal and familial well-being, benevolent leaders may build a favorable leader-employee relationship and subsequently reduce the likelihood of employees leaving their job (Ayupp & Kong, 2010). On the positive note, employees would have responded to the benevolent leaders by contributing more on their work in exchange due to the value they perceived from the relationship (Farh et al, 2006;Farh & Cheng, 2000).…”

Section: Introductionmentioning

confidence: 99%

Antecedents of Organizational Citizenship Behavior and the Mediating Effect of Organization Commitment in the Hotel Industry

Tan¹,

Cham²,

Zawawi³

et al. 2019

AJBR

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The rapid growth of the hotel industry in the current era of globalization requires hotel operators to acknowledge the importance of service provision and its management in order to compete effectively and to gain competitive advantage at the same time. Building a strong workforce is essential to realize this vision. Therefore, it is vital for the hotel operators to establish a good relationship between their management and the employees to achieve its goals and objectives. As such, this paper aims to examine the importance of emotional intelligence in shaping benevolent leaders and organizational commitment as the mediator of the relationship between benevolent leadership and organizational citizenship behavior. This study is one of the pioneer studies of benevolent leadership conducted in a multicultural context. Moreover, this study also highlighted the effectiveness of benevolent leadership in encouraging voluntary extrarole effort and improving the turnover issues in the hotel industry of Malaysia. The data was collected using multistage sampling from 300 hotel employees from fourand five-star hotels in Klang Valley of Malaysia. Both Statistical Package for the Social Sciences (SPSS) and AMOS (Analysis of Moment Structures) statistical software were used for the hypotheses testing. The results from the analysis showed that the emotional intelligence of supervisors is significantly related to benevolent leadership. Organizational commitment was found to have a mediation effect on the relationship between benevolent leadership and organizational citizenship behavior.

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“…Meanwhile, people with high self-efficacy will try harder to handle the challenges. This case has been shown in the research result proven that self-efficacy plays an important role in coping worker motivation to finish challenging workrelated with reaching certain goals (Ayupp & Kong, 2010).…”

Section: Introductionmentioning

confidence: 85%

The Exploration of Teachers’ Efficacy in Teaching: Comparative Study in Indonesia and Malaysia

Wangid

Mustadi

Mokshien

2020

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Teacher’s self-efficacy can be varied according to experience gained, experience obtained from other people, social influences, and also physical and psychological welfare. In the context of teacher’s efficacy in Indonesia and Malaysia, those are certain become different because it undergoes differently. The aim of the research is to convey the difference between teachers in Malaysia and Indonesia from the perspective of a teacher's efficacy in teaching. This research is a comparative study. The research subjects were elementary school teachers who were continuing their studies in post graduate programs at Yogyakarta State University and Sultan Idris University of Education. They are given a scale of teacher efficacy in teaching consisting of three sub-scale that is teacher’s efficacy in involving students in learning, executing learning process, and class management. Research result shows that actually, in general, there are no significant differences in teacher efficacy in teaching between teachers in Malaysia and Indonesia. However, if differences are seen from each factor, it appears that there are differences in the efficacy of teachers in involving students in learning, while the efficacy in instructional learning strategies, and efficacy in classroom management, there are still no significant differences.

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The impact of task and outcome interdependence and self-efficacy on employees' work motivation: an analysis of the Malaysian retail industry

Cited by 13 publications

References 36 publications

Insights into Nurses’ Work: Exploring Relationships among Work Attitudes & Work-related Behaviours

Insights into Nurses’ Work: Exploring Relationships among Work Attitudes & Work-related Behaviours

Antecedents of Organizational Citizenship Behavior and the Mediating Effect of Organization Commitment in the Hotel Industry

The Exploration of Teachers’ Efficacy in Teaching: Comparative Study in Indonesia and Malaysia

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