Why individual employee engagement matters for team performance?: Mediating effects of employee commitment and organizational citizenship behaviour

Uddin, Md. Aftab; Mahmood, Monowar; Fan, Luo

doi:10.1108/tpm-12-2017-0078

Cited by 129Team Dynamics and PerformanceJob Satisfaction and Organizational BehaviorEmployee Performance and Management

Why individual employee engagement matters for team performance?: Mediating effects of employee commitment and organizational citizenship behaviour

Uddin, Md. Aftab, Mahmood, Monowar, Fan, Luo·2019·Team Performance Management: An International Journal

DOI 10.1108/tpm-12-2017-0078

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Abstract

Why individual employee engagement matters for team performance?

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The measurement model demonstrates a good fit in terms of reliability and validity.
“Therefore, it can be opined that the measurement model evaluation demonstrates a good fit in terms of reliability and validity [84,86].”
From A Study of the Adoption and Implementation of Enterprise Resource Planning (ERP): Identification of Moderators and Mediator (2020) · cites this paper as [84]
Cronbach's alpha and composite reliabilities are above the minimum threshold of 0.70.
“Reliabilities showed that both Cronbach's alpha and composite reliabilities are above the minimum threshold limit of 0.70 [6,84,94].”
From A Study of the Adoption and Implementation of Enterprise Resource Planning (ERP): Identification of Moderators and Mediator (2020) · cites this paper as [84]
PLS-based SEM is preferred over simple regression because it guarantees robustness by investigating the entire model rather than testing each path alone.
“Scholars recommended the PLS-based SEM model over simple regression because it guarantees the robustness of the result via investigating the entire model rather than testing each path alone [83-85].”
From A Study of the Adoption and Implementation of Enterprise Resource Planning (ERP): Identification of Moderators and Mediator (2020) · cites this paper as [84]
Harman's one-factor test showed that not a single factor explains more than 50% of the total variance.
“Additionally, we experimented Harman's one-factor test to explore if there is any single factor explaining more than 50 percent of the total variance [84]. Estimates sanctioned that not a single factor explains more than 50 percent of the total variances.”
From A Study of the Adoption and Implementation of Enterprise Resource Planning (ERP): Identification of Moderators and Mediator (2020) · cites this paper as [84]

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“Therefore, it can be opined that the measurement model evaluation demonstrates a good fit in terms of reliability and validity [84,86].”
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Authors: Uddin, M. A., Mahmood, M., & Fan, L.
Affiliations: University of Chittagong (BD)
KIMEP University (KZ)
School of Management, Wuhan University of Technology, Wuhan, China
ORCID: Uddin, Md. Aftab
Mahmood, Monowar
Venue: Team Performance Management: An International Journal
Publisher: Emerald
Published: 2019-03-11
Volume: 25
Issue: 1/2
Pages: 47-68
ISSN: 1352-7592 (ISSN-L)
DOI: 10.1108/tpm-12-2017-0078
OpenAlex: W2899999236
Cited by: 129
References: 118
Citations by year: 2026: 8 · 2025: 13 · 2024: 21 · 2023: 28 · 2022: 22 · 2021: 23 · 2020: 7 · 2019: 7
FWCI: 12.53
Type: journal article
Language: en
Open access: closed
Licence: www.emeraldinsight.com/page/tdm (tdm)
Locations: Team Performance Management (publishedVersion)
Figshare (submittedVersion)
Topics: Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Keywords: team performance, employee engagement

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Why individual employee engagement matters for team performance?: Mediating effects of employee commitment and organizational citizenship behaviour

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