School of Management, Jiangsu University, Zhenjiang, P.R. China.
Lahore Business School, University of Lahore, Lahore, Pakistan.
PLoS One. 2020 Sep 2;15(9):e0236650. doi: 10.1371/journal.pone.0236650. eCollection 2020.
This study investigates the relationship between supervisory behavior, conflict management strategies, and sustainable employee performance and inquires the mediating effect of conflict management strategies. Data were collected from the SMEs of the manufacturing industry of Pakistan. The significance of the model was assessed using the PLS-SEM (structural equation modeling). The findings of the study revealed a positive and significant relationship between supervisory behavior and sustainable employee behavior. Similarly, conflict management strategies had a positive effect on the relationship between supervisory behavior and sustainable employee behavior. This study adds in the current literature of supervisory behavior as a critical predictor of sustainable employee performance in two ways. Firstly, this study validates Conflict management strategies as an influential mediator between the relationship of supervisory behavior and sustainable employee performance. Secondly, this study provides substantial practical implications for managers at SMEs to enhance sustainable employee performance through supervisory behavior, stimulated by conflict management strategies. This study is based on cross-sectional data; more longitudinal studies can further strengthen the generalizability of relationships between the constructs. The study adds in the current literature of PLS-SEM as an assessment model for direct and mediation relationships.
本研究调查了监督行为、冲突管理策略与可持续员工绩效之间的关系，并探讨了冲突管理策略的中介作用。数据来自巴基斯坦制造业中小企业。采用 PLS-SEM（结构方程建模）评估模型的显著性。研究结果表明，监督行为与可持续员工行为之间存在积极且显著的关系。同样，冲突管理策略对监督行为与可持续员工行为之间的关系也有积极影响。本研究从两个方面为监督行为的现有文献增添了新的内容，将其作为可持续员工绩效的关键预测因素。首先，本研究验证了冲突管理策略作为监督行为与可持续员工绩效关系的重要中介变量的作用。其次，本研究为中小企业管理者提供了实质性的实践启示，通过冲突管理策略激发监督行为，提高可持续员工绩效。本研究基于横截面数据；更多的纵向研究可以进一步加强各构念之间关系的可推广性。该研究在 PLS-SEM 的现有文献中增加了一种评估直接和中介关系的模型。
