The relationship between Chinese mothers’ parenting stress and sibling relationships: a moderated mediation model of maternal warmth and co-parenting

2018 ◽  
Vol 190 (9) ◽  
pp. 1350-1358 ◽  
Author(s):  
Bin-Bin Chen
Keyword(s):  
Parenting Stress ◽  
Sibling Relationships ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Maternal Warmth ◽  
Moderated Mediation Model ◽  
Chinese Mothers ◽  
The Relationship

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.

Ethical leadership, frustration, and humor: a moderated-mediation model

2018 ◽  
Vol 39 (5) ◽  
pp. 665-678 ◽  
Author(s):  
Matthew Valle ◽  
Micki Kacmar ◽  
Martha Andrews
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Positive Mood ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Surface Acting ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.

Perceived Family and Friend Support Moderate Pathways From Peer Victimization to Substance Use in Early-Adolescent Girls and Boys: A Moderated-Mediation Analysis

2020 ◽  
Vol 41 (1) ◽  
pp. 128-166 ◽  
Author(s):  
Anna Vannucci ◽  
Tessa R. Fagle ◽  
Emily G. Simpson ◽  
Christine McCauley Ohannessian
Keyword(s):  
Academic Achievement ◽  
Gender Differences ◽  
Substance Use ◽  
Depressive Symptoms ◽  
Peer Victimization ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Friend Support ◽  
Moderated Mediation Model ◽  
The Relationship

This study examined gender differences in a moderated-mediation model examining whether perceived social support moderated depressive symptom and academic achievement mediation pathways from peer victimization to substance use among 1,334 U.S. early adolescents (11-14 years, 50% girls, 51% White). Surveys were administered in schools at three 6-month intervals. Multiple group analyses suggested that the moderated-mediation model differed for boys and girls. Indirect effects suggested that declines in academic achievement mediated the relationship between peer victimization and substance use for girls and boys, while elevated depressive symptoms mediated this relationship for girls only. Higher family and friend support attenuated the relationship between overt victimization and academic achievement for boys and between relational victimization and depressive symptoms for girls. These findings implicate two risk pathways that account for why peer victimization enhances substance use risk and emphasize the importance of perceived support following peer victimization during early adolescence. Gender differences require replication.

A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Shahin Alam ◽  
DuckJung Shin
Keyword(s):  
Job Satisfaction ◽  
Social Identity Theory ◽  
Cognitive Theory ◽  
Diversity Management ◽  
Moderated Mediation ◽  
Openness To Experience ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeThis study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.Design/methodology/approachBuilding upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.FindingsThis study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.Practical implicationsThe results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.Originality/valueThis study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

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