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Autor
Tan Ronny (Universitas Pelita Harapan, Indonesia, student), Antonio Ferdi (Universitas Pelita Harapan, Indonesia)
Tytuł
New Insights on Employee Adaptive Performance During the COVID-19 Pandemic: Empirical Evidence from Indonesia
Źródło
Journal of Entrepreneurship, Management and Innovation (JEMI), 2022, vol. 18, nr 2, s. 175-206, tab., rys., bibliogr. s. 198-205
Tytuł własny numeru
Quantitative Research in Economics and Management Sciences
Słowa kluczowe
Telepraca, Praca zdalna, Zaangażowanie organizacyjne, COVID-19, Motywacje zawodowe
Teleworking, Remote work, Organizational commitment, COVID-19, Career motivation
Uwagi
Klasyfikacja JEL: D23, J24, O33
streszcz., summ.
Kraj/Region
Indonezja
Indonesia
Abstrakt
CEL: Badanie to ma na celu zbadanie, w jaki sposób postrzegane e-przywództwo i wyniki telepracy powiązane są z wydajnością adaptacyjną pracowników. Co więcej, stara się zrozumieć, czy poczucie celu i zaangażowanie organizacyjne pełnią rolę mediacyjną. Niniejsze badanie proponuje nowy model badawczy, który jest testowany empirycznie w celu przewidywania wydajności adaptacyjnej pracowników, zwłaszcza podczas pracy zdalnej z powodu pandemii COVID-19. METODYKA: Badanie ilościowe zostało przeprowadzone w sierpniu 2021 r. Odpowiedzi uzyskano od 271 telepracowników zatrudnionych w renomowanej prywatnej firmie działającej w branży finansowej w Indonezji. Dane zebrano za pomocą kwestionariusza przy użyciu skali typu Likerta, a następnie przeanalizowano przy użyciu PLS-SEM. WYNIKI: Udowodniono, że trzy czynniki poprzedzające mają bezpośredni wpływ na wydajność adaptacyjną pracowników: zaangażowanie organizacyjne, a następnie wyniki telepracy i poczucie celu. Postrzegane e-przywództwo wpływa pośrednio na wydajność adaptacyjną pracowników i jest zapośredniczone przez wyniki telepracy, zaangażowanie organizacji i poczucie celu. IMPLIKACJE: Ten pogląd sugeruje, że kierownictwo musi zadbać o wewnętrzną motywację, aby pracownicy mogli działać w organizacji. Konstrukcje te będą odgrywać znaczącą rolę i dlatego powinny być dobrze zaplanowane, dobrze wykonane i zmierzone, aby wzmocnić wydajność adaptacyjną pracowników w organizacji. Wynik modelu badawczego wskazuje na umiarkowaną siłę trafności predykcyjnej przy średnim znaczeniu predykcyjnym dla wydajności adaptacyjnej pracownika, co daje możliwość ponownego wykorzystania i rozszerzenia modelu badawczego oraz zbadania innych konstruktów. Na podstawie ustaleń kierownictwo musi skoncentrować się na zaufaniu do pracowników, motywacji zespołu i działaniach związanych z zarządzaniem doświadczeniem pracowników, aby utrzymać zaangażowanie pracowników. ORYGINALNOŚĆ I WARTOŚĆ: Jest to jedno z pierwszych badań, w których zastosowano wewnętrzną motywację jako poprzednik wydajności adaptacyjnej pracowników, wraz z postrzeganym e-przywództwem i wynikami telepracy. Korporacje będą mogły skoncentrować się na niektórych kluczowych obszarach, które, jak udowodniono, mają pozytywny wpływ na wydajność adaptacyjną pracowników. (abstrakt oryginalny)

PURPOSE: This study investigates how perceived e-leadership and the teleworking output are linked to employee adaptive performance. Further, it seeks to comprehend whether a sense of purpose and organizational commitment have a mediating role. This study proposes a new research model that is empirically tested to predict employee adaptive performance, especially during remote working due to the COVID-19 pandemic. METHODOLOGY: A quantitative survey was conducted in August 2021. Respondents were obtained from 271 teleworkers employed in a reputable private company operating in the financial industry in Indonesia. The data was collected by a questionnaire using a Likert-type scale and then analyzed using PLS-SEM. FINDINGS: Three antecedents are proven to affect employee adaptive performance directly: organizational commitment, followed by teleworking output, and a sense of purpose. Perceived e-leadership affects employee adaptive performance indirectly, and it is mediated through teleworking output, organizational commitment, and sense of purpose. IMPLICATIONS: This insight suggests that management must take care of intrinsic motivation to get the employees performing in the organization. These constructs will play significant roles and, therefore, should be well-planned, well-executed, and seriously measured to strengthen employee adaptive performance in an organization. The research model result shows moderate predictive accuracy strength with medium predictive relevance on employee adaptive performance, giving opportunities to re-use and extend the research model and explore other constructs. Based on the findings, management needs to focus on trust in employees, team motivation, and employee-experience management activities to keep the employees engaged. ORIGINALITY AND VALUE: This is one of the first studies to deploy intrinsic motivation as an antecedent of employee adaptive performance, together with the perceived e-leadership and teleworking output. Corporations will be able to focus on some key areas that are proven to impact employee adaptive performance positively. (original abstract)
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Cytowane przez
Pokaż
ISSN
2299-7075
Język
eng
URI / DOI
https://doi.org/10.7341/20221826
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