The relationship between perceived value congruence and teacher commitment: a moderated mediation model of teacher self-efficacy and time pressure

2021 ◽  
pp. 1-18
Author(s):  
Xuefeng Qiao ◽  
Shi Hu
Keyword(s):  
Self Efficacy ◽  
Time Pressure ◽  
Perceived Value ◽  
Value Congruence ◽  
Moderated Mediation ◽  
Teacher Commitment ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Teacher Self Efficacy ◽  
The Relationship

scholarly journals Exploring the Relationship Among Teacher Emotional Intelligence, Work Engagement, Teacher Self-Efficacy, and Student Academic Achievement: A Moderated Mediation Model

2022 ◽  
Vol 12 ◽  
Author(s):  
Li Wang
Keyword(s):  
Academic Achievement ◽  
Work Engagement ◽  
Self Efficacy ◽  
Positive Impact ◽  
Moderated Mediation ◽  
Student Academic Achievement ◽  
Moderated Mediation Model ◽  
Teacher Work ◽  
Teacher Self Efficacy ◽  
The Relationship

In recent years, many studies have been done to identify the factors that affect teacher emotions at schools. However, the empirical evidence on how teachers’ emotions influence students’ outcomes and performance is not extensive. Against this background, this study explored the correlation between teacher EI and student academic achievement and possible mechanisms may lie in this relationship. A sample of 365 Chinese teachers from 25 public middle schools participated in this study by completing measurements of teacher EI, teacher work engagement, and teacher self-efficacy. The student academic achievement was assessed by the grades of the previous term (February to June 2020) reported by the students. The results indicated that teacher work engagement partially mediated the path from teacher EI and student academic achievement. Moderated mediation further showed that teachers with high self-efficacy had a more significant positive impact on the relationship between teacher work engagement and student academic achievement than teachers with low self-efficacy. The limitations of this study were also discussed.

A study on the mechanisms of strengths-based psychological climate on employee innovation performance: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Po-Chien Chang ◽  
Keyi Sun ◽  
Ting Wu
Keyword(s):  
Employee Engagement ◽  
Time Pressure ◽  
Moderated Mediation ◽  
Innovation Performance ◽  
Psychological Climate ◽  
Mediation Model ◽  
Content Type ◽  
Personality Variables ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to adopt a moderated mediation model to examine the mediation roles of employee engagement and hindrance time pressure; the moderation roles of personality in the relationship between strengths-based psychological climate and employee innovation performance. Design/methodology/approach Applying snowball sampling and a self-administered survey, the data were collected from employees and immediate supervisors working in Chinese small-medium-sized enterprises. The PROCESS macro for SPSS was applied to examine the moderated mediation model. Findings The results show that a strengths-based psychological climate significantly influences employee engagement and hindrance time pressure, which, in turn, affects employee innovation performance. Both extroversion and emotional stability moderate the relationship between strengths-based psychological climate, employee engagement and hindrance time pressure but also the indirect effect of strengths-based psychological climate on employee innovation performance through employee engagement and hindrance time pressure. Research limitations/implications Drawing on job demands and resources models, this research focusses on maximizing employee strengths instead of weaknesses and includes both two intermediating mechanisms in-between strengths-based psychological climate and innovation performance. Personality variables are applied as moderators, as the study assumes the effectiveness of the strengths-based interventions may vary depends on individual differences. Practical implications This study proposes that a strengths-based psychological climate may shift focusses from employee weakness to strengths to maximise their talents. Also, personality variables are suggested to be considered in the related human resource practices (e.g. hiring and performance appraisal) to increase the fit between employees, their jobs and the organisations. Originality/value This study develops a moderated mediation model to investigate the possible mediating mechanisms and boundary conditions in relation to the impact of strengths-based psychological climate on employee innovation performance.

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

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

Ethical leadership, frustration, and humor: a moderated-mediation model

2018 ◽  
Vol 39 (5) ◽  
pp. 665-678 ◽  
Author(s):  
Matthew Valle ◽  
Micki Kacmar ◽  
Martha Andrews
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Positive Mood ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Surface Acting ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.

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