Supervisor Narcissism and Employee Performance: A Moderated Mediation Model of Affective Organizational Commitment and Power Distance Orientation

2020 ◽  
pp. 1-16
Author(s):  
Hanwei Wang ◽  
Xue Han ◽  
Jie Li
Keyword(s):  
Organizational Commitment ◽  
Employee Performance ◽  
Power Distance ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Affective Organizational Commitment ◽  
Power Distance Orientation ◽  
Moderated Mediation Model

Innovative culture and professional skills

2017 ◽  
Vol 38 (2) ◽  
pp. 198-214 ◽  
Author(s):  
Pei-Li Yu
Keyword(s):  
Power Distance ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Professional Skills ◽  
Supportive Leadership ◽  
Content Type ◽  
Power Distance Orientation ◽  
Moderated Mediation Model ◽  
Innovative Culture

Purpose The point of divergence for the authors’ analysis is the observation that research on the development of professional skills did not provide empirical support to a possible positive relationship between innovative culture and development of professional skills. The author believes that the injection of intervening variables has the potential to do just that. The purpose of this paper is to understand such contingencies through a developed moderated mediation model, which jointly examines supportive leadership as the mediating mechanism and individual power distance orientation as a moderator and to increase the theoretical validity and precision of investigating the development of professional skills. Design/methodology/approach The survey data were collected from 317 information technology (IT) professional technical engineers and their supervisors from high-tech sectors. The authors tested the hypotheses by hierarchical regression and followed Baron and Kenny (1986) instruction to examine our moderated mediation model. The authors used a series of confirmatory factor analyses (CFAs) to verify the constructs’ distinctiveness before testing the hypotheses was performed. Meanwhile, in order to test the mediating effect, the three-equation approach to testing mediation, as recommended by Baron and Kenny (1986), was used. Findings The strong support for schema theory in this study suggests that the development of professional skills can be notably promoted through a moderated mediation model which integrates the link between innovative culture and professional skills through the mediating effect of supportive leadership and the direct effects are mitigated by the moderating effect of individual power distance orientation. It highlights the importance of appropriately matching innovative culture and supportive leadership with the power distance orientation of employees. This universalistic organizational behavior approach has worked effectively in an Asian sample. Originality/value This study provides a better understanding of work motivation by showing that an employee uses schemas to interpret the relationships among perceived innovative culture, individual power distance orientation, supportive leadership and development of professional skills. This paper also illustrates how perceived innovative culture can act as an positive motivator to inspire IT technical engineers’ development of professional skills, and how individually held power distance orientation may positively or negatively influence the relationship between perceived innovative culture and supportive leadership. Hence, this study has extended the schema theory in organizations and informed the literature on supportive leadership.

The Influence of Transformational Leadership on Employees’ Affective Organizational Commitment in Public and Nonprofit Organizations: A Moderated Mediation Model

2019 ◽  
Vol 49 (1) ◽  
pp. 29-56 ◽  
Author(s):  
Shuyang Peng ◽  
Yuguo Liao ◽  
Rusi Sun
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Nonprofit Organizations ◽  
Affective Commitment ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Affective Organizational Commitment ◽  
Moderated Mediation Model ◽  
Work Impact ◽  
The Relationship

Transformational leadership has a great impact on employees’ psychological attachment to their organizations. This study examines how and under what condition transformational leadership translates into employees’ affective organizational commitment. Using a moderated mediation model, this research finds that the relationship between transformational leadership and affective commitment is transmitted through perceived work impact. More importantly, our findings suggest that the indirect effect of transformational leadership on affective commitment through perceived work impact is moderated by the level of centralization of an organization. Theoretical and practical implications of the findings are discussed.

Supervisor incivility and millennial employee creativity: A moderated mediation model

2019 ◽  
Vol 47 (9) ◽  
pp. 1-11 ◽  
Author(s):  
Chang-E Liu ◽  
Yahui Chen ◽  
Wei He ◽  
Jie Huang
Keyword(s):  
Intrinsic Motivation ◽  
Social Identity Theory ◽  
Employee Performance ◽  
Negative Relationship ◽  
Strong Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Creativity ◽  
Moderated Mediation Model ◽  
Perceived Insider Status

Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.

How and when family-supportive supervisor behaviors foster work engagement and gratitude: A moderated mediation model

2021 ◽  
Vol 49 (1) ◽  
pp. 1-10
Author(s):  
Guoxia Qing ◽  
Haitao Zhang ◽  
Zhongcheng Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Social Exchange Theory ◽  
Power Distance ◽  
Positive Association ◽  
Mediating Effect ◽  
Mediation Model ◽  
Power Distance Orientation ◽  
Moderated Mediation Model ◽  
Family Supportive Supervisor Behaviors

In light of social exchange theory and the gratitude norm of Confucianism, we explored the relationships between family-supportive supervisor behaviors (FSSBs), employee gratitude, and work engagement. We also investigated power distance orientation as a potential contingent factor affecting these relationships. We tested our hypotheses using a two-wave survey conducted with 325 employees of 15 companies in China. When we controlled for supervisor–employee work support, we found that employee gratitude partially mediated the positive association between FSSBs and work engagement. Further, power distance orientation negatively moderated the direct effect of FSSBs on employee gratitude and the mediating effect of gratitude of FSSBs on work engagement. Theoretical and practical management implications are discussed.

Study on the job performance of Chinese physicians: a moderated mediation model

2020 ◽  
Author(s):  
Botang Guo ◽  
Binbin Qiang ◽  
Haiyun Chu ◽  
Jiawei Zhou ◽  
Xiuxian Yang ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Personality Traits ◽  
Achievement Motivation ◽  
Pearson Correlation ◽  
Moderated Mediation ◽  
Public Hospitals ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Chinese Physicians

Abstract Background:To explore the mechanisms between achievement motivation and job performance among physicians of public hospitals in China, this article researched the influence of different personality traits on physicians' job performance. Methods: A survey conducted in 2017, containing samples of 1,523 physicians from eight tertiary grade A hospitals in Harbin, China.A cross-sectional study was applied to data collection about physicians’ achievement motivation, job performance, organizational commitment, personality traits and other demographic variables. This paper also analyzed the relationships between physicians’ job performance and achievement motivation using a moderated mediation model.Independent t-test and ANOVA were applied to describe and compare the demographic data. Pearson correlation coefficients were used to examine the correlation among the variables. To test the correlation of the eight variables, moderated mediation analysis was performed in this study. Results:Achievement motivation directly affects job performance of Chinese physicians, and organizational commitment partially mediates the direct effects of achievement motivation on job performance. Additionally, we also found that agreeableness and conscientiousness moderate the strength of the relationships between achievement motivation and job performance mediated by organizational commitment. Conclusions:Managers in Chinese public hospitals should pay attention to increase physicians’ level of achievement motivation, and we recommend to enhance organizational commitment through a reasonable compensation system and active organizational culture. And they should also tend to be conscientiousness or agreeableness in the arrangement. Key Words job performance; hospital management; achievement motivation; psychology; moderated mediation model

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