Emotional intelligence and materialism: the mediating effect of subjective well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aušra Rūtelionė ◽  
Beata Šeinauskienė ◽  
Shahrokh Nikou ◽  
Rosita Lekavičienė ◽  
Dalia Antinienė
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Positive Impact ◽  
Well Being ◽  
Mediating Effect ◽  
Subjective Well Being ◽  
Content Type ◽  
Affect Balance ◽  
The Relationship

Purpose The purpose of this study is to examine the nature of the relationship between emotional intelligence and materialism by exploring how subjective well-being mediates this link. Design/methodology/approach Data was collected from surveying 1,000 Lithuanians within random sampling, and structural equation modelling (SEM) techniques using SmartPLS were used to analyze the data. Findings The results show that emotional intelligence not only has a negative indirect effect on materialism but also a positive impact on both dimensions of subjective well-being (satisfaction with life and affect balance). In addition, the findings indicate that both satisfaction with life and affect balance predict a decrease in materialism. Finally, the SEM analyzes show that the path between emotional intelligence and materialism is partially mediated by both satisfaction with life and affect balance. Social implications The results of this study expand the understanding to what extent and how emotional intelligence is able to assist in adjusting materialistic attitudes, which have become more prevalent with the respective growth of consumerism and consumer culture worldwide. In the light of unsustainable consumption patterns threatening the survival of humankind and nature, the opportunities that could reverse this trend are presented for marketers and policy makers. This study gives insight into the potential pathways for diminishing consumer materialism, which is considered detrimental to subjective well-being and mental health. Originality/value The relationship between emotional intelligence and subjective well-being has been well documented, as has the link between materialism and subjective well-being. However, the simultaneous examination of the relationship between emotional intelligence, subjective well-being and materialism is lacking. The current study adds to the understanding of materialism not only by examining the effect of under-researched antecedent such as emotional intelligence but also by explaining the underlying mechanism of subjective well-being by which emotional intelligence connects to materialism.

Emotional Intelligence and Subjective Well-Being: Altruistic Behavior as a Mediator

2018 ◽  
Vol 46 (5) ◽  
pp. 749-758 ◽  
Author(s):  
Jiatao Huang ◽  
Hongbo Shi ◽  
Wei Liu
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Empirical Test ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Altruistic Behavior ◽  
Subjective Well Being ◽  
The Relationship ◽  
Shed Light

Although an increasing number of studies shed light on the relationship between emotional intelligence and subjective well-being, little is yet known of the mediating effect of altruistic behavior in this relationship. We examined the relationships among emotional intelligence, altruistic behavior, and subjective well-being. Using structural equation modeling, we conducted an empirical test based on survey data obtained from 412 undergraduates in 2 South China universities. The results showed that emotional intelligence and altruistic behavior led to subjective well-being. In addition, altruistic behavior partially mediated the relationship between emotional intelligence and subjective well-being. Our findings support the application of an altruistic behavior perspective to gaining a better understanding of the mechanism by which emotional intelligence influences subjective well-being.

Mediating role of optimism in the relationship between self-compassion and subjective well-being

2021 ◽  
Vol 18 (2) ◽  
pp. 185-198
Author(s):  
Zeynep Akkuş Çutuk
Keyword(s):  
Structural Equation ◽  
Satisfaction With Life ◽  
Well Being ◽  
Equation Model ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Mediating Role ◽  
Self Compassion ◽  
Package Program ◽  
The Relationship

In this study, whether optimism has a mediating role in the relationship between self-compassion and subjective well-being was examined. The sample of the study consisted of 302 volunteer participants (117 [38.74%] males) between the ages of 18 and 47. Data were obtained using the Self-Compassion Scale (SCS), Satisfaction with Life Scale (SWLS), Positive and Negative Affect Scale (PANAS), and Optimism Scale (OS). The data obtained from the scales were analyzed with the Structural Equation Model using IBM SPSS Amos 22.00 statistical package program. According to the findings of the study, optimism plays a partial mediating role in the relationship between self-compassion and subjective well-being. Consequently, self- compassion affects optimism, and this effect may increase subjective well-being.

Corporate governance and performance of medium-sized firms in Nigeria: does sustainability initiative matter?

2020 ◽  
Vol 20 (3) ◽  
pp. 401-427
Author(s):  
Babatunji Samuel Adedeji ◽  
Tze San Ong ◽  
Md Uzir Hossain Uzir ◽  
Abu Bakar Abdul Hamid
Keyword(s):  
Corporate Governance ◽  
Financial Performance ◽  
Financial Reporting ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Mediating Effect ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The non-existence of the corporate governance (CG) concept for practices by non-financial medium-sized firms (MSFs) in Nigeria informed. This study aims to determine whether CG practices influence firms’ performance and whether sustainability initiative (SI) mediates the relationship between CG and MSFs’ performance in Nigeria. Design/methodology/approach A total of 300 firms were selected on convenience sampling basis from South Western Nigeria using a structured questionnaire. The authors used Statistical Package for Social Sciences for exploratory data analysis and hypotheses were tested using covariance-based structural equation modelling. Findings The results show that CG has a significant positive effect on performance [financial performance (FNP) and non-financial performance (NFP)] and SI. SI has a mixed impact on performance, e.g. a significant positive impact on NFP but insignificant negative impact on FNP. Similarly, SI has a combined mediating effect in the relationship between CG and performance, e.g. fully mediates CG → NFP and does not mediate CG → FNP. Firms are to invest in social and environmental initiatives substantially. CG codes will complement the International Financial Reporting Standards for MSFs. Research limitations/implications This study supports the assumptions of theories (institutional, stakeholder and agency) as the basis for the usage of multiple approaches to determine the outcome of hypotheses, especially in developing climes. Practical implications The study contributes to CG and performance literature by examining the mediating effects of SI. The paper also shows the necessity to emphasise NFP aspect. Policymakers should evolve CG codes to encourage stakeholders to believe more in the corporate existence of MSFs for strengthening capital-base and quality personnel engagement. Originality/value To the best of the authors’ knowledge, this is one of the first empirical attempts showing the evidence on the relationship between CG and NFP in Nigeria.

Promoting safety participation through diversity and inclusion climates

2016 ◽  
Vol 9 (3) ◽  
pp. 308-327 ◽  
Author(s):  
Anna Paolillo ◽  
Silvia A. Silva ◽  
Margherita Pasini
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Main Concern ◽  
Diversity Climate ◽  
Content Type ◽  
Diversity And Inclusion ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to investigate the impact of diversity climate and inclusion climate on safety participation behaviors through the mediating effect of the motivation to actively promote safety at work. Design/methodology/approach Participants were 491 workers employed in four Italian metal-mechanical companies. They completed a paper questionnaire containing measures of psychological diversity climate, psychological inclusion climate, safety motivation participation and safety participation behaviors. Data were analyzed with structural equation modeling. Findings Results showed that safety participation motivation fully mediates the relationship between diversity climate and safety participation behaviors, whereas it partially mediates the relationship between climate for inclusion and safety participation behaviors. Practical implications The present findings can help managers to motivate employees in pursuing safety goals independently of compensation or obligation by creating an organization in which the main concern is caring for each other’s well-being. Originality/value This is the first study which has empirically tested the relationships between diversity climate, inclusion climate and safety behaviors. It has extended previous research which simply tested the effects of objective types of diversity on safety performance.

Tell me who you are, and I will tell you how you feel?

2010 ◽  
Vol 24 (4) ◽  
pp. 291-308 ◽  
Author(s):  
Nicole Kämpfe ◽  
Kristin Mitte
Keyword(s):  
Affect Regulation ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Well Being ◽  
Mood Regulation ◽  
Subjective Well Being ◽  
Mediation Effects ◽  
Mediator Role ◽  
The Relationship

Surprisingly little is known about the suggested mediator role of emotional intelligence and mood‐regulation regarding the relationship between personality and subjective well‐being. Three independent samples were administered to investigate whether EI and mood‐regulation served as mediators for subjective well‐being beyond personality. Using structural equation modelling, the authors demonstrated the superior role of extraversion and neuroticism in explaining satisfaction with life, happiness, positive and negative affect. Consistent mediation effects were found for the trait meta‐mood of repair. Contrary to expectations, the remaining variables (attention, clarity, self‐efficacy of affect regulation) did not mediate the relationship between personality and well‐being; neither did they show substantial incremental validity in explaining variance in SWB. Results are discussed with regard to methodological issues and practical implications. Copyright © 2009 John Wiley & Sons, Ltd.

Diversity climate on turnover intentions: a sequential mediating effect of personal diversity value and affective commitment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joonghak Lee ◽  
Steven Kim ◽  
Youngsang Kim
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Diversity Climate ◽  
Content Type ◽  
Climate Influences ◽  
The Relationship

PurposeResearch on diversity climate has shown that diversity climate as an employee's perception of an organization's diversity-related practices or procedures has a positive impact on reducing turnover intentions. However, we know little about which intervening mechanism explains the relationship between diversity climate and employee's turnover intentions. In this study, we suggest that individual employee's perceived diversity climate influences turnover intentions through personal diversity value and affective commitment.Design/methodology/approachWith a sample of 901 employees in more than 50 companies affiliated in South Korea, the authors test the hypothesized relationship, using structural equation modeling (SEM).FindingsOur findings show that personal diversity value and affective commitment sequentially mediate the relationship between perceived diversity climate and turnover intentions.Research limitations/implicationsThis study can enhance the understanding about the mediating mechanism linking the relationship between perceived diversity climate and turnover intentions and how personal diversity value and affective commitment link the relationship.Originality/valueThe authors theorize and find that perceived diversity climate can influence personal diversity value that results in employee commitment and turnover intentions.

Is procrastination a “friend or foe”? Building the relationship between fear of the failure and entrepreneurs’ well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Strong Relationship ◽  
Well Being ◽  
Mediating Effect ◽  
Fear Of Failure ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Negative Effect ◽  
The Government ◽  
The Relationship

Purpose In the present era, entrepreneurs’ well-being is considered a significant factor owing to its strong relationship with entrepreneurship. Therefore, this study aims to investigate the relationship between fear of failure and entrepreneurs’ well-being through the mediating effect of procrastination. Design/methodology/approach This study is descriptive, with cross-sectional data obtained through a survey questionnaire distributed randomly in Pakistan. Overall, data from 346 valid cases were used to achieve suitable study outcomes. Findings This study’s empirical findings highlight the negative effect of fear of failure on subjective well-being. Fear of failure is found to have a significant positive effect on procrastination. Furthermore, procrastination has a negative effect on subjective well-being. Finally, procrastination has a negative role in mediating the relationship between fear of failure and subjective well-being. Practical implications The conceptualization of the fear of failure and procrastination (direct and indirect) in relation to subjective well-being may offer a novel contribution in terms of a framework, policymaking and practice. Policymakers, top management and the government may consider the hindering effects of procrastination and fear of failure on entrepreneurs’ well-being and ventures’ success. The study findings may also enrich views in the literature on entrepreneurship and management, particularly in the developing country context. Originality/value This study could be helpful in eradicating the traps of procrastination and fear of failure, raising entrepreneurs’ confidence and levels of activity.

scholarly journals Examining an integrative model of resilience, subjective well-being and commitment as predictors of organizational citizenship behaviours

2019 ◽  
Vol 27 (5) ◽  
pp. 1274-1297 ◽  
Author(s):  
Happy Paul ◽  
Umesh Bamel ◽  
Ashok Ashta ◽  
Peter Stokes
Keyword(s):  
Organizational Citizenship ◽  
Structural Equation ◽  
Organizational Context ◽  
Strong Support ◽  
Well Being ◽  
Integrative Model ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Content Type ◽  
Affect Balance

Purpose A review of the emerging scholarly literature on positive organizational scholarship indicates a need to pursue cognitive, emotional and motivational mechanisms which translate into positive states and outcomes in organizations. Responding to this, this paper aims to test a mediation model linking resilience and organizational citizenship behaviors (OCB) through subjective well-being (SWB) components (i.e. life satisfaction and affect balance) and organizational commitment (OC) components. Design/methodology/approach Data were collected from 345 employees working in the Indian manufacturing industry. The study used structural equation modeling using AMOS to conduct bootstrapped mediation analyses. Findings Results showed that SWB and OC components mediated the resilience-OCB relationship. Results offered strong support for the role of affect balance (high positive and low negative affect) and affective commitment in mediating the influence of resilience on OCB. Originality/value The study not only tested the applicability of resilience in an organizational context to predict coveted positive outcomes but also identified the underlying mechanism as how psychological resource capacities like resilience contribute to OCBs.

Linking resilience and organizational commitment: does happiness matter?

2019 ◽  
Vol 7 (1) ◽  
pp. 21-37 ◽  
Author(s):  
Happy Paul ◽  
Pawan Budhwar ◽  
Umesh Bamel
Keyword(s):  
Life Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Appraisal Theory ◽  
Continuance Commitment ◽  
Content Type ◽  
Affect Balance ◽  
The Relationship

Purpose The purpose of this paper is to propose and empirically test a model that examines subjective well-being (SWB) components (affect balance and life satisfaction, colloquially referred to as “happiness”), as the intervening variables between resilience and organizational commitment (OC), drawing on appraisal theory and job demands‒resources model. Design/methodology/approach Based on an employee sample (n=345) from Indian organizations, this study uses structural equation modeling to confirm the differential mediating mechanism for OC dimensions. Findings The results suggest that resilience can create a pathway for positive emotions and increase life satisfaction, which, in turn, can help an employee to stick to the organization. Notably, findings indicate that affect balance fully mediates the linkages between resilience and affective commitment, whereas life satisfaction fully mediates the relationship between resilience and continuance commitment. Practical implications Besides making useful contributions to the concerned literature, the findings also have useful messages for managers and organizations trying to develop a committed workforce by building employee resilience. Originality/value Although previous studies have supported the relationship between resilience and OC, to date, no study has analyzed the motivational and cognitive process through which resilience relates to each dimension of OC (i.e. affective, normative and continuance).

Supervisor support and turnover in hotels

2019 ◽  
Vol 31 (1) ◽  
pp. 496-512 ◽  
Author(s):  
Susan Gordon ◽  
Chun-Hung (Hugo) Tang ◽  
Jonathon Day ◽  
Howard Adler
Keyword(s):  
Turnover Intention ◽  
Supervisor Support ◽  
Management Training ◽  
Well Being ◽  
Mediating Effect ◽  
Work Place ◽  
Subjective Well Being ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose This paper aims to examine whether employee subjective well-being acts as a mediator in the relationship between perceived supervisor support and turnover intention within the context of select-service hotels. Design/methodology/approach The sample included hourly employees in select-service hotels in the Midwest USA. The significance of the relationships was assessed using regression, and both the Sobel test and bootstrapping methods were performed to test the mediating effect of subjective well-being on the relationship between perceived supervisor support and turnover intention. Findings The results confirm subjective well-being acted as a partial mediator in the relationship between supervisor support and turnover intention. Employees who perceive higher levels of support from their supervisors are less likely to leave their organizations. At the same time, supervisor support also positively affects subjective well-being, which reduces turnover intention. Practical implications Actions by supervisors’ impact the well-being of their employees, which in turn may influence whether an employee stays with the organization. Organizations could use management training and employee feedback on supervisor support to improve employee support mechanisms. Organizations should also pay attention to improving employee subjective well-being beyond the work place. Improving the well-being of employees and supporting employees can help reduce turnover and may increase employee satisfaction, guest satisfaction and profits. Originality/value This study is the first to show that subjective well-being mediates the relationship between supervisor support and turnover intention; and one of the few within the hospitality context to examine the constructs of subjective well-being, supervisor support and turnover together.

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