E-Learning during COVID-19: Understanding the Nexus between Instructional Innovation, E-Psychological Capital, and Online Behavioural Engagement
About: This article is published in Management in Education.The article was published on 2021-11-26 and is currently open access. It has received 2 citations till now. The article focuses on the topics: Nexus (standard) & Capital (economics).
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TL;DR: In this paper , the authors investigated the influence of online procurement, channel management, and service delivery capabilities on organizational performance and concluded that e-business processes serve as crucial resources and capabilities for businesses to achieve their goals and objectives.
Abstract: The digitization of business processes has gained much scholarly and practical attention in the recent past. To understand their effectiveness, particularly in connection to organizational performance, the current study developed and tested a comprehensive framework. Through obtaining data from 350 manufacturing businesses, the study investigated using Smart PLS3 and found a significant influence of online procurement, channel management, and service delivery capabilities on organizational performance. Furthermore, the study also found the significant direct and moderating potential of technological opportunism to harness organizational performance. The study concludes that e-business processes serve as crucial resources and capabilities for businesses to achieve their goals and objectives. The study offers contributory implications for theory and practice indicating for strategic investment of e-business processes for businesses aiming to boost their performance.
1 citations
TL;DR: Based on the social exchange theory, this article investigated the association between abusive leader behavior and job insecurity while considering the serial intervention of abusive peer behavior and emotional exhaustion, and found that mistreatment by an immediate boss can encourage peers to engage in similar unethical behaviors, leading to employees feeling emotionally exhausted, which ultimately results in job insecurity concerns.
Abstract: Based on the social exchange theory, the present study aimed to investigate the association between abusive leader behavior and job insecurity while considering the serial intervention of abusive peer behavior and emotional exhaustion. Abusive leader behavior triggers abusive peer behaviors, emotional exhaustion, and job insecurity. Results from the data of 323 final responses indicated support for all the hypothesized relationships. Moreover, the findings also reported sequential mediation of abusive peer behavior and emotional exhaustion in the association between abusive leader behavior and job insecurity. The results indicate that mistreatment by an immediate boss can encourage peers to engage in similar unethical behaviors, leading to employees feeling emotionally exhausted, which ultimately results in job insecurity concerns. The study hopes that the findings will help practitioners dedicate more efforts to curtailing abusive behaviors that lead to several unintended consequences at work.
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TL;DR: The concept of school engagement has attracted increasing attention as representing a possible antidote to declining academic motivation and achievement as mentioned in this paper, and it is presumed to be malleable, responsive to contextual features, and amenable to environmental change.
Abstract: The concept of school engagement has attracted increasing attention as representing a possible antidote to declining academic motivation and achievement. Engagement is presumed to be malleable, responsive to contextual features, and amenable to environmental change. Researchers describe behavioral, emotional, and cognitive engagement and recommend studying engagement as a multifaceted construct. This article reviews definitions, measures, precursors, and outcomes of engagement; discusses limitations in the existing research; and suggests improvements. The authors conclude that, although much has been learned, the potential contribution of the concept of school engagement to research on student experience has yet to be realized. They call for richer characterizations of how students behave, feel, and think—research that could aid in the development of finely tuned interventions
7,641 citations
TL;DR: In this paper, a model is tested in which burnout and engagement have different predictors and different possible consequences, showing that burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources.
Abstract: This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.
7,068 citations
TL;DR: Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process as discussed by the authors, and resource gain, in turn, is depicted as of increasing importance in the context of loss.
Abstract: Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process. Resource gain, in turn, is depicted as of increasing importance in the context of loss. Because resources are also used to prevent resource loss, at each stage of the stress process people are increasingly vulnerable to negative stress sequelae, that if ongoing result in rapid and impactful loss spirals. COR theory is seen as an alternative to appraisal-based stress theories because it relies more centrally on the objective and culturally construed nature of the environment in determining the stress process, rather than the individual’s personal construel. COR theory has been successfully employed in predicting a range of stress outcomes in organisational settings, health contexts, following traumatic stress, and in the face of everyday stressors. Recent advances in understanding the biological, cognitive, and social bases of stress responding are seen as consistent with the original formulation of COR theory, but call for envisioning of COR theory and the stress process within a more collectivist backdrop than was first posited. The role of both resource losses and gains in predicting positive stress outcomes is also considered. Finally, the limitations and applications of COR theory are discussed.
4,586 citations
2,166 citations
TL;DR: In this paper, the authors examined the role of three personal resources (selfefficacy, organizational-based self-esteem, and optimism) in the job demands-resources (JD-R) model and found that personal resources did not offset the relationship between job demands and exhaustion.
Abstract: This study examined the role of three personal resources (self-efficacy, organizational-based self-esteem, and optimism) in the Job Demands-Resources (JD-R) model. The authors hypothesized that personal resources (1) moderate the relationship between job demands and exhaustion, (2) mediate the relationship between job resources and work engagement, and (3) relate to how employees perceive their work environment and well-being. Hypotheses were tested among 714 Dutch employees. Results showed that personal resources did not offset the relationship between job demands and exhaustion. Instead, personal resources mediated the relationship between job resources and engagement/exhaustion and influenced the perception of job resources. The implications of these findings for the JD-R model are discussed.
2,130 citations