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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.

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable,  VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

Parastatals continue to experience difficulties in trying to achieve employee engagement. Consequently, governments have transitioned to the transformational leadership style to effectively achieve employee engagement. Nevertheless, it is still ambiguous whether the institution of transformational leadership style dimensions has boosted employee engagement levels in parastatals in Kenya. The objective of the study was to investigate the influence of idealized influence 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 idealized influence 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 how idealized influence influences employee engagement and data were collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of idealized influence and employee engagement in parastatals in the energy sector in Kenya. The findings showed that employee engagement has a statistical significant relationship with charisma, r(166) = 0.590, p < 0.01; ethical leadership, r(165) = 0.553, p < 0.01; teamwork, r(166) = 0.531, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between idealized influence and employee engagement, R2= 0.405, F(2, 159) = 54.100, p <0.05, ? = 0.225,  p < 0.05. The study concluded that charisma, ethical leadership, teamwork, and employee motivation positively enhance employee engagement.

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.

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.

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.

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable,  VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

This study aimed at exploring the impact of procedural justice on work engagement, trust in leadership and Organizational Citizenship Behavior (OCB). Data were collected from 100  employees working in manufacturing and analyzed by using Partial Least Square. The results of this study suggested that procedural justice is positively related to work engagement,  trust in leader and work engagement is positively related to OCB. Trust on leadership doesn’t mediating the relationship procedural justice to  OCB,  but work engagement is partially mediating the relationship procedural justice to OCB. This study resulted that work engagement has a contribution to building OCB.