How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

2018 ◽  
pp. 1-19 ◽  
Author(s):  
Han Ren ◽  
Weizheng Chen
Keyword(s):  
Turnover Intention ◽  
Moderated Mediation ◽  
Personal Life ◽  
Conservation Of Resources ◽  
Positive Effects ◽  
Moderated Mediation Model ◽  
Managerial Implications ◽  
Family Demands ◽  
Work Interference With Family ◽  
Work Interference

AbstractWhile an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

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.

The Mixed Role of Career Adaptability in Turnover Intention: A Multi-Path Moderated Mediation Model

2020 ◽  
Vol 2020 (1) ◽  
pp. 13567
Author(s):  
Yanjun Guan ◽  
Ying Xu ◽  
Fuxi Wang ◽  
Xinyi Zhou ◽  
Zhuolin She ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Moderated Mediation ◽  
Career Adaptability ◽  
Mediation Model ◽  
Moderated Mediation Model

scholarly journals The Effect of Job Stress and Psychological Burnout on Child-care Teachers’ Turnover Intention: A Moderated Mediation Model of Gratitude

2021 ◽  
Vol 49 (1) ◽  
pp. 390-403
Author(s):  
Yeoun Kyoung Hwang ◽  
◽  
Chang Seek Lee ◽  
Keyword(s):  
Child Care ◽  
Job Stress ◽  
Turnover Intention ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Practical Significance ◽  
Psychological Variables ◽  
Effect Analysis ◽  
Moderated Mediation Model ◽  
Conditional Indirect Effects

Introduction. Child-care teachers’ turnover intention is very high in Korea because of low wage and hard work which cause job stress and psychological burnout. There is need for research to reduce turnover intention using psychological variables such as gratitude. Our purpose in this study was to verify when gratitude affects the mediating effects of psychological exhaustion in the link between job stress and turnover intention of 234 childcare teachers in Korea. Study participants and methods. The participants in this study were 234 child-care teachers from Korea. Among the participants, 78.6% were married and 21.4% were single. The most common age group was 40s with 49.1%, 30s with 23.6%, 20s with 15.0%, and 50s with 12.3%. For analysis, we used SPSS Win.25.0 and PROCESS macro for SPSS 3.5 programs to do descriptive statistics analysis, reliability analysis, correlation analysis, and moderated mediation effect analysis. Results. First, turnover intention had a positive correlation with job stress (r = .506, p<.01) and psychological burnout (r = .571, p<.01), and a negative association with gratitude (r = - .339, p < .01). Second, conditional indirect effects of gratitude on the relationship between job stress and turnover intention through psychological burnout were significant (p < .001) when the gratitude value was low (M-1 SD), average (M), or high (M+1 SD). Therefore, the moderated mediation effect of gratitude was verified. Practical significance. This study found out that gratitude of childcare teachers alleviates their turnover intention. This result will be used as a model to reduce the degree of turnover intention by using the gratitude of child-care teachers.

scholarly journals The Inhibitory Effect of Perceived Organizational Politics on Employee Voice Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Qin Liu ◽  
Hao Zhou ◽  
Xinyi Sheng
Keyword(s):  
Organizational Politics ◽  
Moderated Mediation ◽  
Employee Voice ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Organizational Embeddedness ◽  
The Relationship ◽  
Prohibitive Voice

Research on the mediating mechanisms and boundary conditions of perceived organizational politics’ (POP) effect on employee voice is underdeveloped. Based on conservation of resources theory, we proposed a moderated mediation model in which organizational embeddedness acts as a mediator to explain why POP inhibits promotive and prohibitive voice. Additionally, we posited sense of impact as a boundary condition affecting this relationship. A time-lagged survey of 227 employed MBA students from a university in southwestern China revealed that organizational embeddedness mediates the relationship between POP and promotive and prohibitive voice, and sense of impact moderates the relationship between POP and promotive voice, such that the relationship is stronger when sense of impact is weaker. The moderating effect was not significant for prohibitive voice. These findings have implications for theory, practice, and further organizational research.

scholarly journals Do Menopausal Symptoms Affect the Relationship between Job Demands, Work Ability, and Exhaustion? Testing a Moderated Mediation Model through the Lens of Conservation of Resources Theory

2021 ◽  
Vol 18 (19) ◽  
pp. 10029
Author(s):  
Sara Viotti ◽  
Gloria Guidetti ◽  
Ilaria Sottimano ◽  
Lucia Travierso ◽  
Mara Martini ◽  
...  
Keyword(s):  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Moderated Mediation ◽  
Menopausal Symptoms ◽  
Self Report ◽  
Conservation Of Resources ◽  
Moderated Mediation Model ◽  
Menopausal Women ◽  
The Relationship

(1) Background: The increasing presence of employed women undergoing menopause has stimulated a growing corpus of research highlighting the complex relationship between menopause and work. Nevertheless, little is known regarding the mechanism by which menopause affects work ability and work-related well-being. In order to fill this gap in the literature, the present study examines whether and how menopausal symptoms affect the relationship between job demands, work ability, and exhaustion. (2) Method: In total, 1069 menopausal women, employed as administrative officers in a public organization, filled out a self-report questionnaire. A moderated mediation analysis was carried out using the latent moderated structural (LMS) equation. (3) Findings: The findings of this analysis indicate that the indirect effect of work ability on the relationship between job demands and exhaustion is influenced by the exacerbating effect of menopausal symptoms on the relationship between job demands and work ability. Moreover, the conditional effect confirmed that women with high menopausal symptoms receive more exposure to the negative effects of job demands on work ability compared to women with low menopausal symptoms. (4) Conclusion: The present findings may help in addressing interventions to prevent negative outcomes for menopausal women and their organizations.

Sign in / Sign up

Export Citation Format

Share Document