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Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness

This study aims to better understand the effect of employee engagement and perceived fairness on positive workplace behaviour. Using the social exchange theory (SET) and agent-system model, this study investigated: 1) the mediating role of employee engagement in linking workplace flexibility with or...

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Main Authors: Koon, Vui Yee*, Chong, Kai Ni
Format: Article
Language:English
Published: InderScience Publishers 2018
Subjects:
HD28 Management. Industrial Management
Online Access:http://eprints.sunway.edu.my/861/1/Koon%20Vui%20Yee%20Workplace%20Flexibility_Preprint%20Version_IJWOE.pdf
http://eprints.sunway.edu.my/861/
http://doi.org/10.1504/IJWOE.2018.091336
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spelling my.sunway.eprints.8612019-04-22T04:28:49Z http://eprints.sunway.edu.my/861/ Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness Koon, Vui Yee* Chong, Kai Ni HD28 Management. Industrial Management This study aims to better understand the effect of employee engagement and perceived fairness on positive workplace behaviour. Using the social exchange theory (SET) and agent-system model, this study investigated: 1) the mediating role of employee engagement in linking workplace flexibility with organisational citizenship behaviour (OCB); 2) the moderating role of perceived fairness in influencing the mediation. The conceptual model and defined hypotheses were measured using hierarchical multiple regression, different mediation approaches, and Edwards and Lambert's (2007) moderated mediation analysis. Aiken and West's (1991) simple slope test was used to illustrate the moderation effect of perceived fairness. The findings suggest that workplace flexibility was significantly related to OCB with employee engagement serving as a partial mediator. Perceived fairness moderated the mediating relationship but a stronger effect was found for low perceived fairness than for high perceived fairness. Findings from this study imply the necessity of creating flexibility in the workplace for positive employee behaviours InderScience Publishers 2018 Article PeerReviewed text en cc_by_4 http://eprints.sunway.edu.my/861/1/Koon%20Vui%20Yee%20Workplace%20Flexibility_Preprint%20Version_IJWOE.pdf Koon, Vui Yee* and Chong, Kai Ni (2018) Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness. International Journal of Work Organisation and Emotion, 9 (1). pp. 45-62. ISSN 1740-8938 http://doi.org/10.1504/IJWOE.2018.091336 doi:10.1504/IJWOE.2018.091336
institution Sunway University
building Sunway Campus Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Sunway University
content_source Sunway Institutional Repository
url_provider http://eprints.sunway.edu.my/
language English
topic HD28 Management. Industrial Management
spellingShingle HD28 Management. Industrial Management
Koon, Vui Yee*
Chong, Kai Ni
Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
description This study aims to better understand the effect of employee engagement and perceived fairness on positive workplace behaviour. Using the social exchange theory (SET) and agent-system model, this study investigated: 1) the mediating role of employee engagement in linking workplace flexibility with organisational citizenship behaviour (OCB); 2) the moderating role of perceived fairness in influencing the mediation. The conceptual model and defined hypotheses were measured using hierarchical multiple regression, different mediation approaches, and Edwards and Lambert's (2007) moderated mediation analysis. Aiken and West's (1991) simple slope test was used to illustrate the moderation effect of perceived fairness. The findings suggest that workplace flexibility was significantly related to OCB with employee engagement serving as a partial mediator. Perceived fairness moderated the mediating relationship but a stronger effect was found for low perceived fairness than for high perceived fairness. Findings from this study imply the necessity of creating flexibility in the workplace for positive employee behaviours
format Article
author Koon, Vui Yee*
Chong, Kai Ni
author_facet Koon, Vui Yee*
Chong, Kai Ni
author_sort Koon, Vui Yee*
title Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
title_short Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
title_full Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
title_fullStr Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
title_full_unstemmed Workplace flexibility and organisational citizenship behaviour: An investigation of the mediating role of engagement and moderating role of perceived fairness
title_sort workplace flexibility and organisational citizenship behaviour: an investigation of the mediating role of engagement and moderating role of perceived fairness
publisher InderScience Publishers
publishDate 2018
url http://eprints.sunway.edu.my/861/1/Koon%20Vui%20Yee%20Workplace%20Flexibility_Preprint%20Version_IJWOE.pdf
http://eprints.sunway.edu.my/861/
http://doi.org/10.1504/IJWOE.2018.091336
_version_ 1644324420536238080
score 13.244367

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