The outcome during the Table 2 given help having H1 (a), H2 (b), H3 (b), and you may H4 however to possess H5 and you can 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) = , 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 3. Mediational part from work 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 cuatro 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
When it comes to theory nine, datingranking.net/tr/anastasiadate-inceleme/ (character out-of dating & mediation model across the a couple federal samples), the newest by themselves demonstrated efficiency elucidated that relationship certainly one of types of leaders, work wedding and you may functions outcomes were basically consistent across Ethiopia and you will Southern Korea trials. Which, H9 are served.
six. Conversation
Today’s data investigated matchmaking certainly one of leaders appearances, staff work wedding and some evidence away from functions outcomes and checked-out a good mediation make of really works engagement regarding link between styles off management and you may functions consequences one of ICT benefits. The fresh design viewed management appearances (the brand new decisions regarding frontrunners different out-of strong transformation to help you “non-leadership”) given that antecedent to function engagement and innovative work conclusion and task efficiency were pulled because works outcomes. In addition it examined the kind away from relationships among parameters and mix-federal validity of recommended design in two independent trials away from Ethiopia and you can Southern area Korea, countries one differ in their personal, social, economic, and technological accounts. The newest acquired performance was indeed as follows: