job demand (independent variable)
including
⃠work intensification (volume of work)
⃠diversity of tasks (complexity)
⃠lack of autonomy, and control.
job resources ( moderator, variable)
including
⃠servant leadership
⃠job designed.
⃠coworkers’ support
⃠managers trusting
⃠autonomy
employees outcomes (dependent variable)
including
⃠organizational citizenship behavior OCB
⃠job satisfaction JS
⃠intention to quit ITQ
Theory:
“The Impact of Job Demands and Job Resources on Employee Outcomes: The Role of Servant Leadership as a Moderator.”
Research Problem:
The research problem revolves around understanding how job demands (such as work intensification, diversity of tasks, and lack of autonomy) influence employee outcomes (e.g., organizational citizenship behavior, job satisfaction, and intention to quit), and how the leader’s servant leadership style acts as a moderator in this relationship.
Research Title:
“†Exploring the Role of Servant Leadership as a Moderator in the Impact of Job Demands and Job Resources on Employee Outcomes.”
Based on the provided information, here are the hypotheses that can be derived:
1. **Main Hypotheses (Direct Effects):**
– H1: Work intensification (volume of work) negatively influences organizational citizenship behavior (OCB).
– H2: Diversity of tasks (complexity) positively influences job satisfaction (JS).
– H3: Lack of autonomy and control negatively influences intention to quit (ITQ).
2. **Moderation Hypotheses (Moderated Effects):**
– H4: Servant leadership moderates the relationship between work intensification and organizational citizenship behavior (OCB).
– H5: Servant leadership moderates the relationship between diversity of tasks and job satisfaction (JS).
– H6: Servant leadership moderates the relationship between lack of autonomy and control and intention to quit (ITQ).
These hypotheses represent the expected relationships between the independent variable (job demands), dependent variables (employee outcomes), and the moderator (servant leadership) in your research. You would test these hypotheses to determine if there are statistically significant associations and moderating effects in your study.
Certainly, here are the hypotheses rephrased clearly in English:
1. **Hypothesis 1:** Work intensification negatively influences Organizational Citizenship Behavior (OCB).
2. **Hypothesis 2:** Diversity of tasks positively influences Job Satisfaction (JS).
3. **Hypothesis 3:** Lack of autonomy and control negatively influences Intention to Quit (ITQ).
4. **Hypothesis 4:** Servant Leadership acts as a Moderator in the relationship between Work Intensification and OCB.
5. **Hypothesis 5:** Servant Leadership acts as a Moderator in the relationship between Diversity of tasks and JS.
6. **Hypothesis 6:** Servant Leadership acts as a Moderator in the relationship between Lack of autonomy and control and ITQ.
7. **Hypothesis 7:** Job Design mediates the relationship between Diversity of tasks and JS.
8. **Hypothesis 8:** Coworkers’ Support mediates the relationship between Work Intensification and OCB.
9. **Hypothesis 9:** Managers Trusting mediates the relationship between Lack of autonomy and control and ITQ.
10. **Hypothesis 10:** Autonomy mediates the relationship between Diversity of tasks and OCB.
These hypotheses clearly describe the assumed relationships between the variables and the role of mediator variables (Servant Leadership, Job Design, Coworkers’ Support, Managers Trusting, and Autonomy) in your research.