Work involvement and additionally partly mediated the relationship ranging from management appearance and you may functions effects in examples

The outcome in Table dos offered service to possess H1 (a), H2 (b), H3 (b), and you will H4 however for 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) passion.com eÅŸleÅŸme = , 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 role off really works engagement

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

Regarding theory nine, (characteristics of matchmaking & mediation model over the a couple of national trials), the latest individually displayed abilities elucidated that relationships certainly one of types of leaders, works involvement and you may really works outcomes was basically just about uniform around the Ethiopia and you can Southern area Korea products. Which, H9 are supported.

six. Discussion

The current analysis examined dating certainly one of leaders looks, staff really works involvement and several evidence out-of functions effects and you may checked a beneficial mediation brand of works wedding throughout the link between appearance from management and you may performs consequences certainly one of ICT positives. The newest design viewed leaders appearance (the latest behavior off management different away from effective conversion so you can “non-leadership”) as the antecedent to work involvement and you may creative works behavior and you may task overall performance was in fact drawn while the really works outcomes. Moreover it investigated the type of matchmaking certainly parameters and you may get across-national legitimacy of one’s suggested design in 2 independent trials regarding Ethiopia and you may South Korea, places that disagree in their societal, social, monetary, and you can technical accounts. The brand new gotten performance had been as follows: