The future of education and skills: education 2030: the future we want

This article synthesizes foundational knowledge from multiple scientific disciplines regarding how humans develop in context. Major constructs that define human development are integrated into a de...

https://www.tandfonline.com/doi/pdf/10.1080/10888691.2017.1398649

Malleability, plasticity, and individuality: How children learn and develop in context1

Purpose




The aim of this paper is to extend the knowledge of the link between job insecurity and job performance by exploring potential mediating mechanism of psychological strains and moderation role of psychological advantages on the mentioned relationship in the hospitality industry.




Design/methodology/approach




A sample of 288 frontline employees from five and four star hotels in north Cyprus was selected through judgmental sampling. Structural equation modeling was used to investigate the research model, and hierarchal multiple regression was used to test forwarded hypotheses.




Findings




The results showed that Job Insecurity mitigates Job Performance. The results further suggested that anxiety, as a psychological strain, mediates the effect of job insecurity on job performance. Additionally, psychological advantages (supervisor support and intrinsic motivation) play a crucial role as a delimiter against the negative effect of job insecurity on job performance.




Research limitations/implications




Hotel managers need to establish and communicate transparent human resource polices including, win-win-based employee contracts, fair selection, placement, appraisal, compensation, reward and similar human resource systems within hotels. Empowering and developing relations skills between supervisors and employees by providing continued training programs are vital for minimizing organizational stress and anxiety from job insecurity. Keeping in mind high employee turnover rates in the industry and its considerable costs, especially intrinsically motivated employees willing to work long hours should be selected in those organizations. Additionally, buddy-buddy approach in mentoring can be used by well-selected senior employees to help new employees socialize, improve their performance via social support and retain them in the end. By implication, lacking time lag is considered as the limitation.




Originality/value




Empirical research relating to the psychological strains and leverages of job insecurity is sparse in the hospitality industry. Based on job demand-resource and conservation of resource theories, the present research aimed to fill this gap.

Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages

While this study is to draw from the autocratic and transformational leadership styles to advance further understanding on the underlying mechanisms that enable leaders to behave in an autocratic or transformational manner; and to affect employee motivation, their behaviour and consequently, their organisational oriented ventures. The paper intends to establish the role of leadership style in motivating the teaching staff to be committed to their work. From these 13 high schools, 184 teaching staff were selected to participate. It should be noted that these ‘high schools were not performing above the provincial benchmark. In order to obtain a holistic view of the overall leadership style present in the school system, a Multifactor Leadership Questionnaire (MLQ) was used. The researchers administered the questionnaires with the assistance of schools’ administrative clerks and the completed questionnaires were collected by the research support group. Data were analysed by descriptive statistics, such as percentages, frequency and the Cronbach-alpha coefficient to test among other things, the reliability of describing the impact and the leadership style in these schools. The study reveals that there strong relationship between transformational leadership behaviours and commitment (affective commitment; continuance commitment; and normative commitment). The findings further highlighted the relationship trust, inspiring a shared vision, encouraging creativity and emphasising development as positive aspect that motivate staff. While it can be argued that transformational leadership cannot raise job satisfaction, however the commitment of teachers to their job can raise job satisfaction and ultimately improve the school’s academic performance. DOI: 10.5901/mjss.2014.v5n3p175

/pdf/the-role-of-leadership-in-employee-motivation-xgw2f4oh4s.pdf

The Role of Leadership in Employee Motivation

Designing computer-based rewards with and for children with Autism Spectrum Disorder and/or Intellectual Disability

/pdf/motivation-a-literature-review-59kowqj735.pdf

Emily R Lai

Papers

Motivation: A Literature Review