The outcomes when you look at the Dining table dos considering assistance to own H1 (a), H2 (b), H3 (b), and you will H4 not to have H5 and you may H6.
To test the hypothesis related to the relationship between work engagement and the measures of work outcomes: innovative work behavior and task performance were regressed on work engagement consecutively and separately for the two countries. The results in Table 3 showed that a significant proportion of the variance in innovative work behavior (?R 2 = 0.28, F (6,140) = , p < 0.01 for Ethiopia; ?R 2 = 0.38, F (6,140) = , p < 0.01 for South Korea) and task performance (?R 2 = 0.18, F (6,140) = 6.74, p < 0.01 for Ethiopia; ?R 2 = 0. 29, F (6,284) = , p < 0 .01 for South Korea) were explained by work engagement. The standardized path coefficients of work engagement on innovative work behavior (? = 0.56, p < 0.01 and ? = 0.64, p < 0.01) and on task performance (? = 0. 45, p < 0.01 and? = 0.56, p < 0.01) for Ethiopia and South Korea, respectively, indicated positive and significant relationships of work engagement with innovative work behavior and task performance and thus provided support for H7.
5.step three. Mediational character off work wedding
In testing the hypothesis related to the partial mediational role of work engagement in the link between leadership styles and indicators of outcome behavior, as per Baron and Kenny’s (1986) suggestion, certain conditions need to be met for mediation establishment. First, the predictor variable(s) had to be related to the mediator variable. Second, the mediator had to be related to the predicted variable(s). Third, a significant relationship between the predictor variable(s) and predicted variable(s) was to be reduced for partial mediation to operate when controlling for the mediator variable. As described earlier, the first two conditions were partly met. Thus, for the mediation test, the two indicators of work outcomes were regressed over leadership styles consecutively while controlling for background factors and work engagement. As the results in Table 4 showed, the amount of variance in innovative work behavior explained by leadership styles was reduced from 26% to 9% (?R 2 = 0. 09, F (9,137) = , p < 0.01) for Ethiopia and from 48% to 16% (?R 2 = 0.16, F (9,281) = , p < 0.01) for South Korea, while for task performance reduction was from 20% to 10% (?R 2 = .10, F (9,137) = 7.63, p < 0.01) for Ethiopia and from 21% to 4% (?R 2 = 0.04, F (9,281) = , p < 0.01) for South Korea. Thus, H8 is supported.
Table 4
When it comes to theory nine, (character out-of relationships & mediation model across the one or two federal products), the newest individually shown show elucidated that the relationship certainly one of styles of management, really works engagement and you may work consequences was mostly uniform round the Ethiopia and Southern Korea examples. And this, H9 try served.
6. Talk
Today’s analysis investigated relationship certainly leaders looks, staff member works involvement and some indications of works consequences and you can checked out an https://datingranking.net/tr/spdate-inceleme/ effective mediation brand of work engagement in the outcomes of appearance out-of frontrunners and really works consequences certainly ICT experts. The brand new design viewed management styles (brand new choices from frontrunners different of powerful sales to „non-leadership”) just like the antecedent to work wedding and you can creative work behavior and you can task results was basically removed due to the fact work outcomes. Moreover it investigated the sort from matchmaking among details and you can get across-federal legitimacy of your own advised model in 2 separate trials regarding Ethiopia and you will South Korea, regions that differ in their societal, social, financial, and you can scientific levels. The gotten performance were the following:
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