Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hui-Hsien Hsieh ◽  
Jie-Tsuen Huang
Keyword(s):  
Job Satisfaction ◽  
Latent Variables ◽  
Negative Relationship ◽  
Moderated Mediation ◽  
Conservation Of Resources ◽  
Positive Affectivity ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Negative Effect ◽  
Employee Silence

PurposeEmployee silence is pervasive in the workplace and can be severely detrimental to employees' job satisfaction. However, research on why and when employee silence undermines job satisfaction remains poorly understood. Drawing upon conservation of resources theory, the authors proposed and tested a moderated mediation model wherein employee silence predicted job satisfaction through vigor, with positive affectivity acting as a dispositional moderator.Design/methodology/approachTwo-wave time-lagged data were collected from a sample of 183 employees in Taiwan. A moderated mediation analysis with latent variables was conducted to test the hypotheses.FindingsResults indicated that employees' vigor mediated the negative relationship between employee silence and job satisfaction only for employees with low positive affectivity.Originality/valueBy identifying vigor as a psychological mechanism explaining the negative effect of silence on job satisfaction and positive affectivity as a buffer against the detrimental effect of silence on vigor and, indirectly, job satisfaction, the results provide a more nuanced understanding of why and when silent employees are less satisfied with their jobs.

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).

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.

scholarly journals The relationship between person-organization fit and job satisfaction

2016 ◽  
Vol 31 (5) ◽  
pp. 946-959 ◽  
Author(s):  
Pei Chen ◽  
Paul Sparrow ◽  
Cary Cooper
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Self Report ◽  
Real Problem ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose – Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model. Design/methodology/approach – Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated. Findings – The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported. Research limitations/implications – The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results. Practical implications – The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing. Originality/value – No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

Solidarity, job satisfaction, and turnover intent in employees

2019 ◽  
Vol 12 (4) ◽  
pp. 247-257
Author(s):  
Miyuki Matsumoto ◽  
Baiju Gopal
Keyword(s):  
Job Satisfaction ◽  
General Social Survey ◽  
Moderated Mediation ◽  
Mediation Process ◽  
Mediation Model ◽  
Intent To Turnover ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Study Results ◽  
The Relationship

Purpose While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees’ length of working overtime or working long hours. Design/methodology/approach The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime.

Examining links between abusive supervision, PsyCap, LMX and outcomes

2019 ◽  
Vol 57 (5) ◽  
pp. 1304-1334 ◽  
Author(s):  
Upasna A. Agarwal
Keyword(s):  
Turnover Intentions ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Full Time ◽  
Content Type ◽  
Work Related ◽  
Moderated Mediation Model ◽  
Research Stream

Purpose The purpose of this paper is to propose a moderated mediation model wherein abusive supervision predicts subordinate’s stress and turnover intentions through Psychological Capital (PsyCap). Leader–member exchange (LMX) moderates the abusive supervision-outcome relationship through PsyCap. Design/methodology/approach Two wave data were collected from 1,193 full-time employees across organizations in India. Findings Results suggest that abusive supervision is significantly related to intention to quit and perceive stress, and this relationship is partially mediated by PsyCap. The findings from the moderated mediation analysis revealed that the mediation of PsyCap was moderated by LMX such that at the higher levels of LMX, the mediation effect of PsyCap on workout comes became stronger. Research limitations/implications As the study did not cover all sectors, the results of this study should be interpreted with caution. Originality/value Embedded in the conservation of resources theory, this study adds to the knowledge of how abusive supervision and LMX jointly affect PsyCap, turnover intentions and perceived stress. The results of this study indicate that abusive supervision exerts its influence on work-related outcomes and highlights the importance of taking the quality of relationship (LMX) with supervisor and personal resources into consideration when making sense of the influence of abusive supervision with employee outcomes. The study extends the current research stream of abusive supervision research to one of the underrepresented developing Asian countries, India.

Entitlement: friend or foe of work-family conflict?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mary Dana Laird ◽  
James J. Zboja ◽  
Paul Harvey ◽  
Lisa M. Victoravich ◽  
Anupama Narayan
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Psychological Entitlement ◽  
Work Family ◽  
Practical Implications

PurposeGuided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.Design/methodology/approachUsing a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.FindingsResults indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.Practical implicationsThe results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.Originality/valueThis is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.

scholarly journals Role Stress and Prosocial Service Behavior of Hotel Employees: A Moderated Mediation Model of Job Satisfaction and Social Support

2021 ◽  
Vol 12 ◽  
Author(s):  
Yixing Jin ◽  
Lin Cheng ◽  
Ying Li ◽  
Yingda Wang
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Moderated Mediation ◽  
Role Stress ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Hotel Employees ◽  
Moderated Mediation Model ◽  
Service Behavior ◽  
The Relationship

Hotel employees’ positive behavior is prone to increase customer satisfaction, and thus, exploring the influencing mechanism of role stress on prosocial service behavior is critical to relieving their stress and improving service quality and hotel performance. This study aims to develop and test a moderated mediation model that links hotel employees’ role stress to prosocial service behavior. Based on the conservation of resources theory and job demands-resources model, this study suggests that the effect of role stress on prosocial service behavior is mediated by the level of job satisfaction, whereas the relationship between role stress and job satisfaction is moderated by social support. Data from 256 hotel employees in China largely support the hypotheses that role stress reduces job satisfaction, and that job dissatisfaction is related to low levels of prosocial service behavior. The data also show that job satisfaction partly mediates the relationship between role stress and prosocial service behavior, and social support weakens the relationship between role stress and job satisfaction. The results can help us understand the role of organization-level resources in the workplace and how role stress and job satisfaction affect prosocial service behavior.

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.

Multiple foci of commitment and employee silence: A role theory perspective

2021 ◽  
pp. 239700222199255
Author(s):  
Si Qian ◽  
Bert Schreurs ◽  
IM “Jim” Jawahar
Keyword(s):  
Role Theory ◽  
Career Commitment ◽  
Moderated Mediation ◽  
Theory And Practice ◽  
Future Research ◽  
Working Adults ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Employee Silence ◽  
Role Conceptualization

Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framework of role theory, we investigated the mediating role of voice role conceptualization in the relationship between multiple foci of commitment and employee silence and whether this mediation was moderated by perceptions of organizational politics. Data collected from 437 working adults from United States and China were used to test our moderated mediation model. Results indicated support for mediation and moderated mediation for the team commitment and silence relationship through its impact on voice role conceptualization, controlling for career commitment, and organizational commitment. We discuss implications of results for theory and practice, and offer suggestions for future research.

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.

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