scholarly journals Callings and work engagement: Moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy.

2012 ◽  
Vol 59 (3) ◽  
pp. 479-485 ◽  
Author(s):  
Andreas Hirschi
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Moderated Mediation ◽  
Occupational Identity ◽  
Mediation Model ◽  
Work Meaningfulness ◽  
Moderated Mediation Model

scholarly journals Perceived stress and burnout syndrome: A moderated mediation model of self-efficacy and psychological comfort among polish air traffic controllers

2021 ◽  
Vol 96 ◽  
pp. 102105
Author(s):  
Marta Makara-Studzińska ◽  
Maciej Załuski ◽  
Joanna Biegańska-Banaś ◽  
Ernest Tyburski ◽  
Paweł Jagielski ◽  
...  
Keyword(s):  
Perceived Stress ◽  
Self Efficacy ◽  
Moderated Mediation ◽  
Air Traffic ◽  
Burnout Syndrome ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Air Traffic Controllers

Subdimensions of total rewards satisfaction and creativity among R&D employees: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhenyuan Wang ◽  
Jianghong Du ◽  
Herman H.M. Tse ◽  
Jun Gu ◽  
Hui Meng ◽  
...  
Keyword(s):  
Work Stress ◽  
Work Engagement ◽  
Indirect Effects ◽  
Moderated Mediation ◽  
Relative Importance ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Total Rewards

PurposeThis study aims to explore the relative importance of the subdimensions of total rewards satisfaction in predicting research and development (R&D) employee creativity. In addition, the study examines the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement and the moderating role of challenge-related work stress in the first stage.Design/methodology/approachA two-wave design was used, in which total rewards satisfaction and challenge-related work stress were measured in the first wave. Work engagement and creativity were measured in the second wave. Dominance analysis and the latent moderated mediation model were used for the data analyses.FindingsThe analyses show that nonfinancial rewards satisfaction completely dominates indirect and direct financial rewards satisfaction when predicting creativity. Indirect financial rewards satisfaction completely dominates direct financial rewards satisfaction when predicting creativity. Work engagement mediates the relationships between the subdimensions of total rewards satisfaction and creativity. Challenge-related work stress moderates the relationships between the subdimensions of total rewards satisfaction and work engagement and the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement.Practical implicationsThe results imply that managers should set challenge demands for R&D employees and try to improve their total rewards satisfaction, especially their nonfinancial and indirect financial rewards satisfaction, for them to be more creative.Originality/valueThis empirical study contributes to the literature by comparing the relative importance of the different dimensions of total rewards satisfaction in predicting creativity. The study also clarifies how (through work engagement) and when (based on challenge-related work stress) the subdimensions of total rewards satisfaction are positively related to R&D employees' creativity.

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