Workplace flexibility and organisational citizenship behaviour: an investigation of the mediating role of engagement and moderating role of perceived fairness

Koon, Vui Yee; Chong, Kai Ni

doi:10.1504/ijwoe.2018.091336

Cited by 6 publications

(3 citation statements)

References 63 publications

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“…It has many advantages over various other methods as it calculates reliability and validity at the same time (Ringle et al, 2012). In light of the studies conducted by Memon et al (2017) and Koon and Chong (2018), the current study focuses on prediction of endogenous variable and incremental character. The SMART-PLS (3.2.6) software was used to analyse data (Ringle et al, 2015).…”

Section: Resultsmentioning

confidence: 99%

Mediating role of self-efficacy on the relationship between conscientiousness and procrastination

Singh

Bala

2020

IJWOE

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This research study aims to explore the mediating role of self-efficacy on the relationship between conscientiousness and procrastination. The sample size of the study constitutes 255 textile managers/executives. Partial least squares-structural equational modelling (PLS-SEM) has been applied for testing the research hypotheses. As per the results, conscientiousness has shown a significant indirect effect on procrastination among the respondents through self-efficacy. Conscientiousness stimulates self-efficacy; where this finding corroborates with the one produced in many previous research works. The study has academic as well as practical implications. Although many research studies have been conducted on conscientiousness and procrastination, the current study investigates how this relationship is instituted.

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Section: Resultsmentioning

confidence: 99%

Mediating role of self-efficacy on the relationship between conscientiousness and procrastination

Singh

Bala

2020

IJWOE

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“…Four constructs (WLB implemented, perceived WLB, perceived performance appraisal and employee commitment) were measured where the fit among a series of confirmatory factor analysis models was compared to determining the best‐fit model. The fit of the models was measured using the procedures used by Koon and Chong (2018). The hypothesized four‐factor model exhibited the best fit (χ 2 (113) = 149.43, p < 0.01; CFI = 0.95; TLI = 0.94; RMSEA = 0.032).…”

Section: Resultsmentioning

confidence: 99%

A multilevel analysis of work–life balance practices

Vui-Yee

2020

Asia Pac J Human Res

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The current study uses a multilevel analysis to examine how work–life balance (WLB) practices applied at the organizational level associate with WLB practices and performance appraisal at the individual level that affects employee commitment, underpinned by the theory of supportiveness and the relational perspective. Respondents were 319 employees and 74 managers from small and medium‐sized enterprises (SMEs) of various industries in Malaysia. Results indicate that the consistency of employee perception of WLB practices and performance appraisal at individual level influence employee commitment, whereas WLB practices at the organization level have a negative influence on employee commitment. The study also found differences in perception of WLB practices between managers and employees but a high level of WLB practices agreement. The current study provides a plausible explanation that the WLB practices undertaken by the organization may not be accessible or perceived by employees, thus affecting their commitment.

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“…Sekhar (2018) finds that providing flexible human resource management is directly related to engaging employees and performance. Koon (2018) says that implementing flexibility creates a positive behaviour attitude which increases performance and can engage the employees. Bal and Lange (2015) found that providing flexibility to the younger generation creates employee engagement and increases performance among the old age generation, so the outcome of providing flexibility will be subject to the age factor.…”

Section: Review Of Literaturementioning

confidence: 99%

Flexible Working as an Influencer of Employee Engagement Practices

2022

msrmr

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"The study was done to know how best workplace flexibility acts as an influencer towards employee engagement. How best an employee commits himself/herself towards the organisation is called employee engagement and it is very much important for the development of organization. Workplace flexibility will be a best practice to create employee engagement in organization. In the modern era workplace flexibility is no more a new concept or an option it is one of the vital policies to engage the employee. In some of the difficult situations like COVID, workplace flexibility will act as an influencer to engage employees. This study identified that work family conflict, stress, perceived risk are the independent variables and workplace flexibility was an intermediating variable and employee engagement was a dependent variable. In this study, 150 respondents were selected to undergo study in Bangalore and the questionnaire encompasses a 25-point Likert scale. The respondent was selected as working women who have to balance kids and work. By using path analysis, we found that work-family conflict, stress and perceived risk have a direct influence on employee engagement and have an indirect influence on employee engagement by providing workplace flexibility. Further study can be made by considering various other factors and different methods of workplace flexible options to have a better and healthiest working environment."

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Workplace flexibility and organisational citizenship behaviour: an investigation of the mediating role of engagement and moderating role of perceived fairness

Cited by 6 publications

References 63 publications

Mediating role of self-efficacy on the relationship between conscientiousness and procrastination

Mediating role of self-efficacy on the relationship between conscientiousness and procrastination

A multilevel analysis of work–life balance practices

Flexible Working as an Influencer of Employee Engagement Practices

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