The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis.
In the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outc...
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| Format: | Article |
| Language: | English |
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Public Library of Science (PLoS)
2025-01-01
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| Series: | PLoS ONE |
| Online Access: | https://doi.org/10.1371/journal.pone.0312951 |
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| _version_ | 1841533194719985664 |
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| author | Hyeon Jo Donghyuk Shin |
| author_facet | Hyeon Jo Donghyuk Shin |
| author_sort | Hyeon Jo |
| collection | DOAJ |
| description | In the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outcomes. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, the study examines data from 25,285 employees. The results indicate that recognition significantly boosts employee engagement, while fairness and involvement also positively contribute, albeit to a lesser extent. Transformational leadership plays a dual role, enhancing engagement and reducing burnout. Notably, workload overload presents a nuanced impact, affecting both engagement and burnout. The study additionally reveals the detrimental effect of technological disruption anxiety on job satisfaction. A significant finding from the Multi-Group Analysis (MGA) is the varying impact of these factors between the private and public sectors, particularly in the context of transformational leadership's effect on burnout and the differential influence of workload on burnout. These insights are critical for formulating effective organizational strategies and policies, highlighting the need for customized recognition initiatives, equitable management approaches, and well-balanced workload allocation. |
| format | Article |
| id | doaj-art-c8e12a89cc054efe94276485f790d9be |
| institution | Kabale University |
| issn | 1932-6203 |
| language | English |
| publishDate | 2025-01-01 |
| publisher | Public Library of Science (PLoS) |
| record_format | Article |
| series | PLoS ONE |
| spelling | doaj-art-c8e12a89cc054efe94276485f790d9be2025-01-17T05:31:25ZengPublic Library of Science (PLoS)PLoS ONE1932-62032025-01-01201e031295110.1371/journal.pone.0312951The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis.Hyeon JoDonghyuk ShinIn the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outcomes. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, the study examines data from 25,285 employees. The results indicate that recognition significantly boosts employee engagement, while fairness and involvement also positively contribute, albeit to a lesser extent. Transformational leadership plays a dual role, enhancing engagement and reducing burnout. Notably, workload overload presents a nuanced impact, affecting both engagement and burnout. The study additionally reveals the detrimental effect of technological disruption anxiety on job satisfaction. A significant finding from the Multi-Group Analysis (MGA) is the varying impact of these factors between the private and public sectors, particularly in the context of transformational leadership's effect on burnout and the differential influence of workload on burnout. These insights are critical for formulating effective organizational strategies and policies, highlighting the need for customized recognition initiatives, equitable management approaches, and well-balanced workload allocation.https://doi.org/10.1371/journal.pone.0312951 |
| spellingShingle | Hyeon Jo Donghyuk Shin The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. PLoS ONE |
| title | The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. |
| title_full | The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. |
| title_fullStr | The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. |
| title_full_unstemmed | The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. |
| title_short | The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis. |
| title_sort | impact of recognition fairness and leadership on employee outcomes a large scale multi group analysis |
| url | https://doi.org/10.1371/journal.pone.0312951 |
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