scholarly journals Marital status and suicidal ideation among Australian older adults: the mediating role of sense of belonging – CORRIGENDUM

2014 ◽  
Vol 27 (1) ◽  
pp. 155-155 ◽  
Author(s):  
Suzanne McLaren ◽  
Rapson Gomez ◽  
Peter Gill ◽  
Jessica Chesler
Keyword(s):  
Older Adults ◽  
Suicidal Ideation ◽  
Marital Status ◽  
Direct Effect ◽  
Indirect Effect ◽  
Sense Of Belonging ◽  
Mediation Model ◽  
Mediating Role ◽  
Moderated Mediation Model

The authors regret errors in the reporting of the confidence intervals in the Results section. In relation to the first simple mediation model, the sentence “In this analysis, the β (95% CI) values of the direct effect and indirect effect of marital status on sense of belonging were 1.32 (−2.70, −0.05) and 0.72 (−1.43, −0.01), respectively.” Should read: “In this analysis, the β (95% CI) values of the direct effect and indirect effect of marital status on sense of belonging were 1.32 (−2.70, 0.05) and 0.72 (−1.43, 0.01), respectively.” In relation to the hypothesized mediation model, the sentence “The β (95% CI) values of the direct effect and indirect effect of marital status on suicidal ideation were 0.19 (−0.06, −0.43) and 0.22 (0.11, −0.35), respectively” should read: “The β (95% CI) values of the direct effect and indirect effect of marital status on suicidal ideation were 0.19 (−0.06, 0.43) and 0.22 (0.11, 0.35), respectively.” In relation to the moderated mediation model, the text “The relation between marital status and sense of belonging was significant for men as its bootstrapped 95% CI did not include zero (0.20, −0.67). In contrast, this relation was not significant for women as its bootstrapped 95% CI included zero (−0.03, −0.25)” should read: “The relation between marital status and sense of belonging was significant for men as its bootstrapped 95% CI did not include zero (0.20, 0.67). In contrast, this relation was not significant for women as its bootstrapped 95% CI included zero (−0.03, 0.25).”

scholarly journals Marital status and suicidal ideation among Australian older adults: the mediating role of sense of belonging

2014 ◽  
Vol 27 (1) ◽  
pp. 145-154 ◽  
Author(s):  
Suzanne McLaren ◽  
Rapson Gomez ◽  
Peter Gill ◽  
Jessica Chesler
Keyword(s):  
Older Adults ◽  
Suicidal Ideation ◽  
Marital Status ◽  
Sense Of Belonging ◽  
Protective Factor ◽  
Community Sample ◽  
General Health Questionnaire ◽  
Older Men ◽  
Mediation Model ◽  
Moderated Mediation Model

ABSTRACTBackground:Marriage has been identified as a protective factor in relation to suicide among older adults. The current study aimed to investigate whether sense of belonging mediated the marital status–suicidal ideation relationship, and whether gender moderated the mediation model. It was hypothesized that the relationship between being widowed and lower levels of sense of belonging, and between lower levels of belonging and higher levels of suicidal ideation, would be stronger for older men than older women.Methods:A community sample of Australian men (n = 286) and women (n = 383) aged from 65 to 98 years completed the psychological subscale of the Sense of Belonging Instrument and the suicide subscale of the General Health Questionnaire.Results:The results supported the moderated mediation model, with gender influencing the marital status–sense of belonging relation. For men, widowhood was associated with lower levels of belongingness, whereas for women, marital status was unrelated to sense of belonging.Conclusions:It would appear crucial to develop and implement interventions which assist older men to find new ways to feel important and valued after the death of their spouse.

Promoting strategic performance through strategic orientation and strategic renewal

2019 ◽  
Vol 58 (2) ◽  
pp. 376-392 ◽  
Author(s):  
Hassan Ahmed Shah ◽  
Muhammad Yasir ◽  
Abdul Majid ◽  
Muhammad Yasir ◽  
Asad Javed
Keyword(s):  
Positive Impact ◽  
Moderated Mediation ◽  
Strategic Orientation ◽  
Mediation Model ◽  
Content Type ◽  
Strategic Performance ◽  
Strategic Renewal ◽  
Mediating Role ◽  
Moderated Mediation Model

Purpose The purpose of this paper is to explore the ways in which strategic orientation (SO) and strategic renewal (SR) could create the possibility for improving strategic performance (SP). The indirect effect of SO was also tested in this study. Furthermore, by using the moderated mediation model, the authors also investigated the moderating role of organizational ambidexterity (OA). Design/methodology/approach The results of this cross-sectional study are based on a survey conducted on 1,430 owner/managers of SMEs. To analyze the relationship among variables, this study used descriptive, correlation and hierarchical multiple regression approach. Findings Results revealed that SO positively affects SR and SP in SMEs. Furthermore, the mediating role of SR between the relationships of SO and SP was also confirmed. Moreover, OA strengthens the connection between SO, SR and SP. Practical implications The current study provides new insights for strategic planning and management by focusing on SO along with its different dimensions. Therefore, it provides new guidelines and a roadmap that would be helpful in achieving the objectives of SP. Originality/value The study makes significant contributions to the extant literature by adding new knowledge about the positive impact of SO on SP. Moreover, with the analysis of mediating role of SR in this relationship, the study has made significant addition to the existing literature on SP. Furthermore, moderated mediation model adds value to the existing body of knowledge.

Linking team-member exchange differentiation to team creativity

2020 ◽  
Vol 41 (2) ◽  
pp. 208-219
Author(s):  
Chao Chen ◽  
Xinmei Liu
Keyword(s):  
Negative Relationship ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Team Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Team Member Exchange ◽  
Member Exchange

PurposeThe purpose of this paper is to examine the effect of team-member exchange (TMX) differentiation on team creativity by developing a moderated mediation model. The model focuses on the mediating role of team proactivity in linking TMX differentiation with team creativity and the moderating role of leader-member exchange (LMX) median in influencing the mediation.Design/methodology/approachA time-lagged field survey data from 331 employees and 68 team leaders in more than ten high-technology firms from Northern China was used to test the model.FindingsResults indicated that the negative relationship between TMX differentiation and team creativity was mediated by team proactivity. Moderated mediation analyses further revealed that team proactivity mediated the relationship between TMX differentiation and team creativity for only those teams with a low-LMX median.Originality/valueThe empirical study provides preliminary evidence of the mediating role of team proactivity in the negative relationship between TMX differentiation and team creativity. The moderated mediation model also extends the existing finding by showing that LMX quality can moderate the indirect impact of TMX differentiation on team creativity (via team proactivity).

The Relationship Between Narcissism and Taking Charge: The Role of Energy at Work and Hierarchical Level

2018 ◽  
Vol 123 (2) ◽  
pp. 472-487 ◽  
Author(s):  
Kong Zhou ◽  
Wenxing Liu ◽  
Mingze Li ◽  
Zhihui Cheng ◽  
Xiaofei Hu
Keyword(s):  
Indirect Effect ◽  
Hierarchical Level ◽  
Mediation Model ◽  
Managerial Practices ◽  
Moderated Mediation Model ◽  
Narcissistic Personality ◽  
Human Energy ◽  
Taking Charge ◽  
The Relationship

Drawing on the framework of human energy in organizations, this study proposed a moderated mediation model between narcissism and taking charge, as well as the role of energy at work and the employee’s hierarchy within organizations. A sample of 312 employees at one Chinese manufacturing company suggested that employees with narcissistic personality are more apt to exhibit taking charge at work via their energy at work. In addition, the results also indicated that employees’ hierarchical level within organization reinforced the indirect effect of energy at work between narcissism and taking charge. These findings have important implications for narcissism research and managerial practices.

Leader-member exchange differentiation and team creativity

2015 ◽  
Vol 36 (7) ◽  
pp. 798-815 ◽  
Author(s):  
Hongdan Zhao
Keyword(s):  
Moderated Mediation ◽  
Relationship Conflict ◽  
Mediation Model ◽  
Team Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
The Relationship

Purpose – The purpose of this paper is to examine the effect of leader-member exchange (LMX) differentiation on team creativity by developing a moderated mediation model. The model focuses on the mediating role of relationship conflict in linking LMX differentiation with team creativity and the moderating role of team-member exchange (TMX) median in influencing the mediation. Design/methodology/approach – The authors tested the model with a time-lagged field survey data from 358 employees and 98 supervisors belonging to 98 teams in a large diversified company with more than 15,000 employees, based in Shanghai, Southeastern China. In the first stage (T1), employees assessed LMX, TMX, relationship conflict, and control variables. In the second stage (T2), the leaders were asked to report team creativity. Findings – Results indicated that the relationship between LMX differentiation and team creativity was mediated by relationship conflict. Moderated mediation analyses further revealed that relationship conflict mediated the relationship between LMX differentiation and team creativity for only those teams with low-TMX median. Research limitations/implications – Testing the moderated mediation model helps to advance our theoretical understanding of the intervening processes that underlie the effect of LMX differentiation on team creativity. The findings may also help Chinese managers to inform the importance of helping subordinates better adapt to LMX differentiation, reducing relationship conflict, and constructing high-quality TMX relationships within groups, in order to promote team creativity. Originality/value – This empirical study provides preliminary evidence of the mediating role of relationship conflict in the negative relationship between LMX differentiation and team creativity. The moderated mediation model also extends the existing finding by showing that not only the quality of social exchange relationships with a supervisor (i.e. LMX) but also with team members (i.e. TMX), can moderate the impact of LMX differentiation on team outcomes.

Fashion brands are engaging the millennials: a moderated-mediation model of customer-brand engagement, participation, and involvement

2019 ◽  
Vol 21 (2) ◽  
pp. 233-253 ◽  
Author(s):  
Nagaraj Samala ◽  
Bharath Shashanka Katkam
Keyword(s):  
Social Exchange ◽  
Brand Loyalty ◽  
Structural Equation ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Content Type ◽  
Mediating Role ◽  
Brand Engagement ◽  
Moderated Mediation Model

Purpose Millennial generation is fashion inclined, interactive and informative social beings. They are very conscious of the brands they wear. Millennia seek, share, inform and exchange fashion brand-related information on social networking sites (SNS). Marketers are subsequently engaging the young prospects and customers to keep up or improve enthusiasm and participation. The study attempts to investigate the role of customer-brand engagement (CBE) of millennials with fashion brands on SNS. The study simultaneously tests the moderating role of involvement levels affecting participation and CBE leading to brand loyalty. Design/methodology/approach The study followed a purposive sample by collecting 466 respondents from the graduate students of a university. The study adopted structural equation modelling (SEM) and Hayes process macros in SPSS 20.0 to test the moderated-mediation model. Findings The study confirms the mediating role of CBE in the relationship between participation and brand loyalty. Different degrees of involvement moderate the mediating role of CBE. Higher levels of involvement enhance the positive effect of participation on CBE. Originality/value The study is first of its kind to investigate the role of CBE and involvement among the millennial group. It also contributes to the related theories like service-dominant logic, social exchange theory and consumer culture theory regarding a unique population group, which is promising and profitable.

scholarly journals FLOW EXPERIENCE AND CONSUMERS’ WILLINGNESS TO PAY IN ONLINE MASS CUSTOMIZATION PROCESSES

2022 ◽  
Vol 12 (1) ◽  
pp. 0-0
Keyword(s):  
Willingness To Pay ◽  
Product Design ◽  
Direct Effect ◽  
Indirect Effect ◽  
Mass Customization ◽  
Perceived Value ◽  
Flow Experience ◽  
Mediating Role ◽  
Design Experience

This research aims to identify the effects of perceived product value and flow experience during product design on willingness to pay (WTP) and purchase probability in online mass customization. The participants were asked to design shoes to their taste in a custom shoe website. After the design experience, the participants were asked to complete the questionnaire. The analyses suggest that flow experience has a direct effect on consumers’ WTP and an indirect effect on purchase probability through the mediating role of perceived value of mass customized products. Furthermore, perceived value of a mass customized product has a significant effect on purchase probability and no effect on WTP found in the analyses.

A moderated mediation model of the relationship between organizational justice and turnover intention

2019 ◽  
Vol 27 (4) ◽  
pp. 1073-1092 ◽  
Author(s):  
Emre Burak Ekmekcioglu ◽  
Enver Aydogan
Keyword(s):  
Organizational Justice ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Mediation Model ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.

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.

scholarly journals Do Deterrence Mechanisms Reduce Cyberloafing When It Is an Observed Workplace Norm? A Moderated Mediation Model

2021 ◽  
Vol 18 (13) ◽  
pp. 6751
Author(s):  
Mengmeng Song ◽  
Joseph Ugrin ◽  
Man Li ◽  
Jinnan Wu ◽  
Shanshan Guo ◽  
...  
Keyword(s):  
Indirect Effect ◽  
Social Learning Theory ◽  
Learning Effect ◽  
Mediation Model ◽  
Chinese Enterprises ◽  
General Deterrence ◽  
Perceived Norms ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Despite the documented individual, job, and organizational antecedents of cyberloafing at the workplace, few studies have addressed whether, how and when group factors affect employees’ cyberloafing behaviors. Drawing on social learning theory and general deterrence theory, the purpose of this study is to test if observability of coworkers’ cyberloafing behavior affects employees’ perceptions of norms related to cyberloafing and subsequent cyberloafing behaviors and to test if sanctions can play a role in buffering these effects. An investigation of 335 employees working at Chinese enterprises establishes that observing others engaging in cyberloafing influences the employees’ perceived norms and cyberloafing behaviors and that employees’ perceived norms related to cyberloafing play a partial mediating role in the relationship between observability and employees’ cyberloafing. As predicted, we also found that perceived certainty and severity of potential sanctions for cyberloafing moderate the effect of observability on employees’ cyberloafing as well as the indirect effect of observability on employees’ cyberloafing via perceived norms related to cyberloafing. This study enriched the cyberloafing literature by revealing how observability of cyberloafing influences employees’ cyberloafing and by unveiling two boundary conditions under which the cyberloafing learning effect can be buffered.

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