Construct Definition
Motivation
Leadership (ML)
Frequency of respondents’ observations of the following leader
behaviours: (i) establishing, articulating and reinforcing a vision;
(ii) valorising the goals set to realise the vision; and (iii)
encouraging employees’ efforts towards successfully realising the
goals and vision.
Employee
Empowerment
(EM)
An individual’s perceptions of their own (i) autonomy in decision
making; and (ii) ability to effect process and outcomes at work.
Work Values
(WV)
An individual’s general beliefs/values regarding the social and
societal benefits of work and working.
Work Meaning
(ME)
The satisfaction, enjoyment and feelings of positive social status
that an individual gets from their work.
Employee
Positive Attitudes
(EPA)
An employee’s overall job satisfaction, satisfaction with job tasks,
enjoyment of work, positive social status from work and
emotional attachment to their organisation.
Job Performance
(JP)
Employees’ work intensity, work quality and guest-focused
service behaviour (self-assessed).
Discretional
Service
Behaviour (DSB)
Co-workers’ guest-directed extra effort (peer-assessed).Figure 7-24 Summary of modified construct definitions
A final note on the post-modification construct identities is that, following the
iterative process of model building, the factor structures (i.e. the specific indicator
variables that load onto each construct) remained stable. This can be taken as an
encouraging sign that the constructs are somewhat robust; at least, in the
absence of the opportunity to cross-validate the models in an independent
sample, it can be seen that the core constructs retain the same identities even as
new constructs are added to the model.
7.14 Construct relationships and effect sizes
The modifications made during the development of the models have also affected
the character of the set of research hypotheses. The final set of hypotheses and
research findings are summarised in Table 7 - 35. A complete listing of all
hypotheses, including those that were superseded, is included in Appendix I.
A total of eight hypotheses are listed in Table 7 - 35. The reduced number in
comparison with Table 4 - 2 is accounted for as follows:
H 5 to H 14 are superseded by H 21 to H 23 following the restructuring of ME, JS and
AOC into the new EPA (Employee Positive Attitudes) construct;