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The study aims to determine the effect of educational attainment, length of work experience on self-efficacy and also to determine the difference of self-efficacy of employees based on the educational attainment and the length of work experience. To support the theories of the study, literature was reviewed. The study used a descriptive correlational research design and the questionnaires were used to gather the data. The population of the study was all employees of the Divine Word College of Laoag, Ilocos Norte, Philippines. The Multilinear regression analysis was used to determine the correlation and the analysis of variance (ANOVA) was used to determine the difference of self-efficacy among employees based on educational attainment and the length of work experience. The study found that the self-efficacy of employees was high and there is a correlation between educational attainment and self-efficacy and the length of work experience and self-efficacy. It is also found that there is a significant difference in self-efficacy among employees based on educational attainment and the length of work experience. Thus, based on the findings, then the hypotheses of the study are accepted.

There has been an increased recognition that more attention needs to be paid to authentic leadership as it emphasizes positive psychological behavior. Organizational citizenship behavior is crucial in the public service, and there should be friendly leadership behavior that could enable public employees to engage in helping behavior. Research in this area is of great interest and with a very active research community. The problem has recently attracted more attention due to the increasing mismanagement, scandal, and corruption in various public organizations that have contributed to the demand for authentic leadership. Although public organizations were trying to introduce various leadership styles that can enhance service delivery, what and how leadership behavior contributes to employees' Organizational Citizenship behavior (OCB) in public service is not well elaborated. The respondents were leaders from 10 public service organizations. Empirical evidence revealed that leaders' authentic leadership behavior impacted employees' organizational citizenship behavior through self-awareness, sharing information, ethical practices, good relation with subordinates, mutual understanding, and transparency. The innovative results of the study revealed that political, cultural, and social aspects influence the leadership behavior of leaders in public service. This study concluded that authentic leaders play a great role in creating a positive relationship and promoting employees' citizenship behaviors. The implications and future research of the results were discussed based on the influence of authentic leadership on employees' OCB.

The present study investigates the follower's voice behavior (FVB) as a mediator and follower power distance orientation (FPDO) as a moderator in relationship with Benevolent Paternalistic Leadership Behavior (BPLB) and followers' radical creativity (FRC) with an Asian context based on the social exchange and social learning theory. The study is quantitative and deductive, which surveyed 272 manufacturing industry leaders-followers used to collect the data. Findings show that BPLB with higher follower’s voice behavior directly or indirectly enhances the FRC. When the leader-follower collaborative exchange or interactions are high/low, followers' responsibility and accountability are also high/low, which determines follower’s radical creativity. In contrast, the leader-follower relationship is obfuscated and blinded when the leader's subordinates' cooperative voice engagement or involvement is low congruously. Manufacturing industries should engage in leadership training that can promote creativity and innovation. Although considering the limitation and the study provides the theoretical, managerial, and practical implication for the managers, policymakers, governmental authority, and society

Toxic leadership refers to the sum of the negative aspects of leaders within their leadership traits. Narcissistic leadership is a multidimensional structure that includes charismatic leadership and authoritarian leadership types. Toxic leaders can harm the organization, employees, and society in which they work. This research aims to determine the toxic characteristics of leaders working in public universities and to extract the attribute of organizational trust in job satisfaction. Turkey's Istanbul made the data collected through face-to-face survey research methods in 470 people working in the public university hospital in the province were analyzed by analysis methods used in social sciences. As a result of the analysis, a negative significant relationship between toxic leadership and organizational trust, a negative significant relationship between toxic leadership and job satisfaction and its sub-dimensions, and a positive significant relationship between organizational trust and job satisfaction and its sub-dimensions were found. Toxic leadership affects managerial job satisfaction and company policy-based job satisfaction through the full set of organizational trust. In addition, toxic leadership has also been found to be effective on job satisfaction arising from employees through partial organizational trust

This study aims to develop and test a holistic model that depicts and examines the relationships among job autonomy, its drivers, as well as autonomous motivation and influence employee engagement. This research is among the first works to deal with such a complex framework that considers the interrelationships among numerous constructs and their effects on employee engagement. A questionnaire was designed to measure the influence of Job autonomy and its drivers on employee engagement while taking into consideration the impact of turbulent times and organizational commitment on these relationships. Data collected from a sample of 317 respondents working in Ethiopian commercial banks were used to test the proposed relationships. The relationships were analyzed using partial least squares structural equation modeling (PLS-SEM) using the Smart PLS 3 software and SPSS version 26. PLS is a well-established technique for estimating path coefficients in structural models and has been widely used in a number of research studies.  The proposed model proved to be fit. The findings of this study suggest that creating job autonomy and assuring autonomous motivation, may help companies gain employee engagement and enhance their performance. The adoption and implementation of such activities are driven by method, criteria, and scheduling autonomy. The successful implementation of these practices requires considering the level of turbulent environment and organizational tenure. The hypotheses were supported, and implications were discussed

Despite the mounting evidence that leadership can fuel the innovation behavior of employees, yet no study considered the psychological state of employees in such a relationship while Psychology is the primary root of human feelings and behavior. In this regard, this study uses the integrative approach of transformational leadership theory and positive psychology to uncover the pivotal role of positive psychological capital (PsyCap) and perceived effort-reward fairness in the relationship between transformational leadership (TFL) and employee’s innovation behavior. Data collected from 14 banking institutions operating in Rwanda (412 total respondents) were analyzed using structural equation modeling and findings support our hypothesized model

In recent years, feeling lonely in the workplace has become a serious issue that has gained growing concern due to its complex outcomes. Limited research is available on workplace loneliness and empirical research on workplace loneliness is still in infancy. The purpose of this quantitative research study is to determine whether a positive relationship exists between workplace loneliness and employee creativity in the tourism industry of Maldives. I propose a moderated mediation model in which workplace loneliness foster employee creativity via personal identity and knowledge hiding hinders it, and this effect is moderated by team identification. Role transition and social identity theory are used as an explanatory framework for workplace loneliness and employee creativity. Results from a study of 204 individuals show that workplace loneliness is positively and significantly related to employee creativity. Further analysis identified that personal identity is positively and significantly related to the relationship between workplace loneliness and employee creativity. The discussion concludes that a subjective and personal experience; workplace loneliness can foster employee creativity. These results contribute to the literature on creativity and workplace loneliness by clarifying how and what influences of workplace loneliness are related to employee creativity. Recommendation for further research are give

This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values ??and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values ??which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.

The objective of this research is to understand the characteristic of the LMX relationship between leader and follower in the construction industry (in the context of a project-based organization) with followers as the provider of ideas and knowledge. This research is conducted in a construction state-own enterprise (SOE) in Indonesia, selected due to tight competition and the consequential need for innovation within short timescales. This study involves all 121 projects that existed at the time of data collection, and the unit of analysis is a dyadic relationship between general managers (as leader) and project managers (as a follower). Of these dyads, only 118 dyads can be analyzed (97.52 percent participation rate) and the analysis method used in this study is descriptive statistical analysis. The findings indicate the presence of statistic similarity between leaders and followers in case: the man’s gender 98,3%, regional origin match 42,4%, similarity level of education 39,8%, the similarity of ownership of construction certification 71,2%, the duration of the current working relationship with the leader for 13 to 24 months (49,2%), the duration of knowing current leader in the company for above 5 years (60%). Therefore, the demographic similarity is an important characteristic of high-quality LMX.

This study aims to investigate the effect of job crafting practices on job outcomes (work engagement and job satisfaction). This research was conducted on workers at Perseroan Terbatas (PT). Petra Arun Gas (PAG) with a working population of 180 people. Samples were taken as many as 123 people based on Krejcie and Morgan Sample Tables (in Sekaran & Bougie, 2009, pp. 254-255). The selection of sample members was carried out using the simple random sampling method. Primary data is obtained by distributing questionnaires to all samples. Data were analyzed using simple linear regression analysis tools with the help of SPSS. The results of the research data analysis show that job crafting has a significant effect on the two dependent constructs, namely work engagement and job satisfaction.

Transformational leadership is critical because of its contribution to organizational positive outcomes such as improved performance, motivation, and employee job satisfaction. Existing empirical and extant literature confirms that there is a positive relationship between transformational leadership and employee job satisfaction. This study complemented the findings by studying the effect of transformational leadership style on employee job satisfaction in the county government of Kakamega. A descriptive research design was adopted, focusing on employees at Kakamega County. Out of the 188 questionnaires issued, 174 (81 percent) filled and returned the questionnaire. Data were analyzed using descriptive and chi-square. The findings indicated that the transformational leadership style influences employee job satisfaction.
  

Drawing on self-fulfilling prophecy theory and status boundary conditions, the aim of this research is to test if promotion focus motivation mediates the employees' self-performance expectations towards breakthrough creativity. Besides, this paper also examines whether status stability significantly moderates the relationship between self-performance expectations and promotion focus motivation. The author conducted a longitudinal study and surveyed 380 staff in China with 102 immediate supervisors. In the first phase of data collection, including self-reported measures of team members' self-performance expectation and promotion focus motivation and status stability in the group. In the second phase of time, supervisors rated their team members' breakthrough creativity. Confirmatory factor analysis is conducted to test the reliability and validity of data. Also, hierarchical linear modeling is used to test the hypothesis. The bootstrapping process was adopted to calculate the indirect effect. The results were in line with the expected conceptual framework, Self-performance expectations and promotion focus motivation are found positive to predict breakthrough creativity. Besides, having more stability in status makes the employee more promotion focus, which brings breakthrough creativity from the cognitive level.  Supervisors should organize sensitivity training to make them realize what is anticipated from them. Also, a simple nurturing will mobilize the existing cognitive pressure to achieve breakthrough creativity while investing in lower organizational resources. Finally, this model will deliver new insight into employees' motives towards breakthrough creativity, considering the influence of boundary condition and self-performance expectations in the organization. 

Based on Construal-level theory, this study hypothesized that self-actualization positively relates to employees’ taking charge, and self-actualization affects creative performance and normal performance through taking charge positively, but the effect is different. The authors selected a cross-sectional design to investigate interrelations amongst study variables at two different time points with the interval of one month, and surveyed 417 team members and 186 immediate team leaders in the banking sector in Pakistan. The authors used individual-level data to evaluate the validity and test the proposed relationships by using Mplus. They revealed that self-actualization affects taking charge positively, and taking charge mediated the relationship with the difference in effect e.g. taking charge has high effect on creative performance in comparison to normal performance. The outcomes carry important implications aimed at increasing high-level self-actualization that results in taking charge, and so on leads to creative and normal performance.

The purpose of this study is to analyze the impact of overeducation on several job attitudes and outcomes. The study is based on cross-sectional survey data from 398 Saudis in the labor market. Drawing upon a person-job fit theory, two different self-assessments—direct self-assessment and indirect self-assessment—are used to examine how overeducation influences job satisfaction, organizational commitment, turnover intentions, and job performance. The results of the hierarchical regressions suggest that overeducation across the two measures is significantly negatively related to job satisfaction and organizational commitment, while significantly positively related to turnover intentions, even after controlling for different confounding variables. However, no significant impact was found for job performance. Furthermore, despite the slight differences in terms of the magnitudes of their effects, the two self-assessment measures of overeducation largely overlap and yield similar conclusions. These findings confirm that except for job performance, overeducation—as a form of person–job misfit—is an important predictor of job attitudes and outcomes. The current study extends the existing literature by providing comparative empirical evidence on the impact of overeducation in Saudi Arabia

Work engagement is one of the critical factors at an organization, so considering some factors such as leadership styles and organizational support is important. Lack of attention to these factors can lead to undesirable environments for workers. The purpose of this study is to conduct a systematic review based on these variables. Data for this research were gathered from databases of Web of Knowledge, psycarticles, Scopus, psycinfo, Web of Science, and Google Scholar. A total of 165 records were identified in databases. 15 records were discovered in other sources. 149 records remained after deleting duplicates. 117 of these records were examined, 52 registers excluded. 65 complete articles were chosen to be evaluated, and after 10 completed articles had been excluded, 55 studies ultimately remained for inclusion in the synthesis. Overall, leadership styles (transformational leadership and transactional leadership) and organizational support were found as two imperative organizational factors to access better outcomes at the workplace.

Employee engagement is the key factor in any success in the organization’s growth, quality, and good performance. This study conducted to shed insights on the effect that job resources, job demands, and uncertain working environments have an impact on the banking industry in South Sudan. The study focused on addressing the following objectives: To find out the relationships between job demands, job resources and employee engagement in the context of South Sudan; to explore the role of uncertain working environment on employee work engagement. We received the final responses from a sample of 160 employees. The quantitative research technique was used by analyzing our data via SPSS software. The study found that job resources positively affect employee work engagement, job demands had a negative significant influence on the relationship between job resources and employee work engagement. The uncertain work environment also negatively moderates job resources and work engagement relationships.

The purpose of the study was to determine the correlation between workplace well-being and work engagement of Divine Word Colleges’ employees in the Ilocos Region. In order to support the study, theories were presented and related literature and studies were reviewed. The study used a descriptive correlational research design. The respondents of the study were all employees of the Colleges. In carrying out the study, validated questionnaires were used and in tabulating and interpreting the data, weighted mean and Pearson r were used. The study found that there is a correlation between workplace well-being and work engagement of employees of Divine Word Colleges in Region I, Philippines

Employee engagement continues to pose a challenge to parastatals. Consequently, governments have adopted the transformational leadership style as an effective method of enhancing employee engagement. Nevertheless, it is still unknown whether the establishment of transformational leadership dimensions has boosted employee engagement in the Kenyan energy sector parastatals. The objective of this study was to investigate the influence of intellectual stimulation on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between intellectual stimulation and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine the influence on intellectual stimulation on employee engagement and data was collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of intellectual stimulation and employee engagement.The findings showed that employee engagement has a statistical significant relationship with creativity and innovation, r(166) = 0.540, p < 0.01; job design, r(166) = 0.452, p < 0.01 and employee involvement, r(166) = 0.512, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between intellectual stimulation and employee engagement, R2= .409, F(2, 159) = 55.115, p <.05; ? = 0.259, p <.01. The study concluded that creativity and innovation, job design, employee involvement, and employee motivation positively enhance employee engagement.

Preceding researchers have tended to focus on the negative aspect of the perceived overqualification and its inadequacy in the organization. We offer an alternative perspective and postulate that perceived overqualification could influence employees’ behavior through an interactive mechanism. We propose that relational skill abilities, in the form of job autonomy of overqualified employees, determine their tendency to experience interpersonal influences, and, thus engage in helping behavior with devastating work deviance behavior. Data were collected from 20 multinational companies in China through a survey of 500 participants. Structural equation modeling was used for the analysis of data. The results indicate that perceived overqualification has a strong indirect impact via interpersonal influence on the helping behavior and workplace deviance behavior, and increase the helping behavior and decrease the workplace deviance behavior at the working environment. Further, outcomes concluded that job autonomy and prosocial motivation have a significant moderating role and increase the employers helping behavior and deteriorations their Workplace deviance behavior.

Status is an important circumstance for  People’s subjective “well-being, self-esteem, and mental and physical health”. The paper aimed to test how leader status stimulates the quality of employee job performance in the organization. We argue that in spite of the benefits of having low-status distance who be faced with a comparable loss of status individuals experience more “self-threat” and hence status is threatened tend to engage in disruptive behavior to deliberately inflicts others through actions such as disapproving and acting unkindly. consequently, when the leader -Team member relationship is worse less perception of leader provided less performance of team members and relatively more perception offered to better performance of employees. We investigated these assumptions involving 240 employees (N = 240). Our findings help to explain why leaders sometimes challenge others who present an immediate threat to their status. As such, we extend theorizing on the power distance, organizational bureaucracy, and leader-member exchange. Results from survey study show a curvilinear relationship between status distance and team member job performance, these detectings offer an empirical basis and theoretical inspiration to consider status distance as a critical variable in the possessions of status differences on interpersonal dynamics. Importantly, this work also offers an applicable and timely viewpoint for managers debating the cost and benefits of various hierarchical alignment in organizations.