The Role of Job Crafting and Perceived Organizational Support in the Link between Employees’ CSR Perceptions and Job Performance: A Moderated Mediation Model

2019 ◽  
Author(s):  
Won-Moo Hur ◽  
Tae-Won Moon ◽  
Wook-Hee Choi
Keyword(s):  
Job Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Moderated Mediation ◽  
Job Crafting ◽  
Mediation Model ◽  
Moderated Mediation Model

Exploring the affective mechanism linking perceived organizational support and knowledge sharing intention: a moderated mediation model

2017 ◽  
Vol 21 (4) ◽  
pp. 946-960 ◽  
Author(s):  
Chang-Wook Jeung ◽  
Hea Jun Yoon ◽  
Myungweon Choi
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Organizational Tenure ◽  
The Relationship

Purpose The purpose of this paper is to investigate the moderated mediation model in which the effect of perceived organizational support (POS) on knowledge sharing intention is mediated by levels of individual affective commitment to the organization, while the relationship between POS and affective commitment is moderated by organizational tenure. Design/methodology/approach Hypotheses on mediation, moderation and moderated mediation were tested with data collected from Korean for-profit organizations. Conditional process analyses with bootstrapping supported all three hypotheses. Findings The findings demonstrate that the relationship between POS and knowledge sharing intention is mediated by affective organizational commitment. In addition, the mediation effect is strengthened when an individual’s organizational tenure is low. Theoretical and practical implications and directions for future research are followed. Originality/value This study contributes to the literature on knowledge sharing by providing a basis for understanding the mediating mechanism through which POS influences knowledge sharing intention, and, ultimately, organizational functioning via individual affective attitude. This is the first attempt examining the role of organizational tenure as a key contingency factor in knowledge sharing. By investigating the underlying logic of individual intention to share knowledge, this study expands the current spectrum for knowledge management.

Autonomy and citizenship behavior: a moderated mediation model

2016 ◽  
Vol 31 (1) ◽  
pp. 280-295 ◽  
Author(s):  
Rhokeun Park
Keyword(s):  
Organizational Support ◽  
Moderated Mediation ◽  
Organizational Strategy ◽  
Citizenship Behavior ◽  
Job Autonomy ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the mediating role of perceived organizational support (POS) in the relationships between job autonomy and organizational citizenship behavior (OCB), and the moderating role of organizational strategy in those relationships. Design/methodology/approach – The hypotheses were tested by a moderated mediation model using multilevel survey data that were collected in South Korea in 2008. Findings – This study found that POS mediated the relationship between autonomy and OCB regardless of organizational strategy, and that job autonomy was more strongly related to POS in companies with an analyzer strategy than with a defender strategy. The results also indicated that the indirect relationship between job autonomy and OCB via POS was stronger in companies with an analyzer strategy than in companies with a defender strategy. Research limitations/implications – This study provides a new mechanism in the relationship between job autonomy and OCB using social exchange theory. An analyzer strategy should not be treated as a hybrid of defender and prospector strategies. Practical implications – While all organizations may benefit from providing employees with job autonomy regardless of organizational strategy, companies with an analyzer strategy in particular should provide their employees with sufficient autonomy. Originality/value – The present study bridged the gap between the macro and micro approaches through multilevel analyses. This study is unique in that it examined the vertical fit between job autonomy and organizational strategy while focussing on individual employee outcomes.

Supervisor humor and employee job performance: A moderated mediation model of work enjoyment and suspicion of the supervisor

2020 ◽  
Vol 33 (4) ◽  
pp. 603-623
Author(s):  
Panagiotis Gkorezis
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Outcomes ◽  
Positive Role ◽  
Work Enjoyment ◽  
Moderated Mediation Model ◽  
The Relationship

AbstractSupervisor humor has been shown to be related to various employee outcomes. In this vein, prior research has demonstrated the positive role of supervisor humor in increasing employee job performance. However, little is known about the mediating and moderating mechanisms that explain this relationship. Addressing this gap, the present study develops and tests a moderated mediation model by highlighting work enjoyment as a mediator and suspicion about the supervisor as a moderator. Results from a sample of 190 employees working in a large retail organization showed that work enjoyment mediates the relationship between supervisor humor and subordinates’ job performance and, further, that this indirect effect is dependent upon suspicion of the supervisor.

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