A moderated mediation model of the relationship between organizational citizenship behaviors and job performance.

2011 ◽  
Vol 96 (6) ◽  
pp. 1328-1336 ◽  
Author(s):  
Muammer Ozer
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Moderated Mediation ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Relationship

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.

Person–Organization Fit and Friendship From Coworkers: Effects on Feeling Self-Verified and Employee Outcomes

2017 ◽  
Vol 44 (4) ◽  
pp. 777-806 ◽  
Author(s):  
Tae-Yeol Kim ◽  
Xiaowan Lin ◽  
Sang-Pyo Kim
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
Employee Outcomes ◽  
Person Organization Fit ◽  
The Relationship ◽  
Positive Work

This study examined how person–organization fit and friendship from coworkers combine to affect people’s self-verification, and how self-verification ultimately relates to employee outcomes (job performance and organizational citizenship behaviors). Based on a sample of 117 employee–supervisor pairs, multilevel analyses revealed a positive relationship between employees’ perceptions of person–organization fit and self-verification, and also showed that the relationship was facilitated by friendship from coworkers. Specifically, person–organization fit and self-verification perceptions were positively related when friendship from coworkers was high, but nonsignificant when friendship from coworkers was low. In addition, employees’ self-verification perceptions were positively and significantly associated with job performance and organizational citizenship behaviors. Our research suggests that enhancing person–organization fit and promoting friendship from coworkers in the workplace organizations can satisfy the basic human impulse to feel self-verified, and thus enhance employees’ positive work behaviors.

Job Content Plateaus

2016 ◽  
Vol 44 (4) ◽  
pp. 283-296 ◽  
Author(s):  
Carrie S. Hurst ◽  
Lisa E. Baranik ◽  
Steven Clark
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Theory Development ◽  
Job Attitudes ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Mediation Model ◽  
Hospital Employees ◽  
Job Content ◽  
The Relationship

The current study examined job content plateaus, which occur when employees perceive a lack of future challenge or responsibility in their jobs. Although previous research has indicated that job content plateaus are related to poor job attitudes and outcomes, few studies have examined mediators of these relationships, a critical step in theory development. In this study, we tested a mediation model to examine the outcomes of job content plateaus among a sample of 118 hospital employees in Kenya. Job content plateaus were negatively related to job satisfaction and organizational citizenship behaviors directed at individuals (OCBIs). Job satisfaction was positively related to OCBIs and organizational citizenship behaviors aimed at organizations (OCBOs) and mediated the relationship between job content plateaus and OCBIs and OCBOs.

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.

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