How and when does humble leadership enhance newcomer well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fei Kang ◽  
Jiyu Li ◽  
Yuanyuan Hua
Keyword(s):  
Positive Emotions ◽  
Well Being ◽  
Proactive Personality ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Broaden And Build Theory ◽  
The Relationship ◽  
Humble Leadership

PurposeMany studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable.Design/methodology/approachThe data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling.FindingsThe results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride.Research limitations/implicationsThe authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance.Originality/valueThis research examined the role of humble leadership in promoting newcomers' pride and well-being.

Ethical leadership and newcomer adjustment: examining a moderated mediation model

2020 ◽  
Vol 41 (8) ◽  
pp. 1053-1068
Author(s):  
Fei Kang ◽  
Han Zhang
Keyword(s):  
Ethical Leadership ◽  
Positive Emotions ◽  
Hierarchical Regression ◽  
Mediation Model ◽  
Causal Inferences ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Correlational Research ◽  
The Relationship

PurposeSubstantial research has examined the pivotal role of ethical leadership in generating employee outcomes. To date, though, little is known about the relationship between ethical leadership and newcomers' adjustment. The purpose of this paper is to contribute to this gap by examining the effect of ethical leadership on newcomers' adjustment. In doing so, the authors highlighted positive emotions of newcomers as a mediating mechanism that explains the aforementioned association.Design/methodology/approachData were drawn from a two-wave sample of 271 newcomers. The hypotheses were tested by using hierarchical regression analyses and Hayes' PROCESS macro.FindingsThe results demonstrated that ethical leadership affects employees' positive emotions which, in turn, positively relates to newcomers' adjustment. Additionally, newcomers' social comparison orientation moderated the effect of ethical leadership on newcomers' positive emotions.Research limitations/implicationsThe research uses a correlational research design, making it difficult to derive causal inferences from the data. Moreover, the data we obtained on the variables were all based on employees' self-reports, which might inflate the relationship between some of the variables.Originality/valueTo the best of the knowledge, this is the first study that illustrates the role of ethical leadership in enhancing both newcomers’ positive emotions and adjustment.

Abusive supervision and employee creativity: a moderated mediation model

2020 ◽  
Vol 41 (2) ◽  
pp. 193-207
Author(s):  
Chuangang Shen ◽  
Yucheng Zhang ◽  
Jing Yang ◽  
Siqi Liu
Keyword(s):  
Social Exchange ◽  
Harmful Effect ◽  
Abusive Supervision ◽  
Proactive Personality ◽  
Employee Creativity ◽  
Multiple Sources ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to examine the harmful effect of abusive supervision on employee creativity through feedback-seeking behavior (FSB) and the moderation of this mediation by proactive personality.Design/methodology/approachThis study conducted hierarchical regression and path analysis to analyze the 341 manager–employee dyads data gathered from 11 companies in China.FindingsThe results reveal that abusive supervision had a detrimental effect on employee creativity partially mediated by employee FSB, and employees' proactive personality moderated the mediation.Research limitations/implicationsAlthough the findings of this research are based on multiple sources data, it is hard to draw causal inferences because the nature of the data is cross-sectional.Practical implicationsOrganizations should be aware of the deleterious effect of abusive supervision on employee creativity and should seek to inhibit supervisors' abusive behavior in the workplace.Originality/valueThis study re-examines the relationship between abusive supervision and employee creativity in the Chinese context from the social exchange perspective. The mediating role of FSB and the moderating role of proactive personality offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and employee creativity.

A moderated mediation examination of proactive personality on employee creativity

2015 ◽  
Vol 28 (3) ◽  
pp. 393-410 ◽  
Author(s):  
Wan Jiang ◽  
Qinxuan Gu
Keyword(s):  
Moderated Mediation ◽  
Proactive Personality ◽  
Employee Creativity ◽  
Multiple Sources ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Developmental Feedback ◽  
Felt Responsibility ◽  
The Relationship

Purpose – By integrating proactive perspective and person-environment fit (P-E fit) perspective, this study intends to examine a moderated mediation model of proactive personality to investigate its effects on employee creativity. The current study proposes felt responsibility for change mediates the relationship between proactive personality and employee creativity. The purpose of this paper is to identify core self-evaluation (CSE) and developmental feedback received as personal and situational moderators on the relationship between proactive personality and felt responsibility for change. Design/methodology/approach – A matched sample from 232 employees and their supervisors of software companies in China was used to test the hypotheses. Hierarchical regression analyses and moderated mediation approach were conducted to examine the proposed model. Findings – The results indicate that felt responsibility for change mediates the positive relationship between proactive personality and employee creativity. CSE and developmental feedback received positively moderate the relationship between proactive personality and felt responsibility for change. In addition, CSE and developmental feedback received are two moderators in the path from proactive personality to employee creativity via felt responsibility for change such as the indirect relationship between proactive personality and employee creativity through felt responsibility for change is more pronounced when CSE and developmental feedback received are higher rather than lower, respectively. Research limitations/implications – The paper contributes to creativity literature by identifying felt responsibility for change as the mediator on the relationship between proactive personality and employee creativity. The current study also contributes to proactive perspective and P-E fit theory by investigating the moderating roles of CSE and developmental feedback received on the relationship between proactive personality and felt responsibility for change. Although data were collected from multiple sources to avoid common method variance, the cross-sectional design cannot unequivocally examine the direction of causality in this study. Originality/value – By examining both mediating and moderating effects, the paper contributes to uncovering the black box in which employees with proactive personality exhibit felt responsibility for change and creativity.

The role of employee attributions in burnout of “talented” employees

2019 ◽  
Vol 49 (1) ◽  
pp. 19-42
Author(s):  
Amina Raza Malik ◽  
Parbudyal Singh
Keyword(s):  
Survey Design ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Effort ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Talent Identification ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout. Design/methodology/approach Data for the study were collected from 242 employees using a cross-sectional survey design. Findings The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported. Research limitations/implications Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes. Practical implications Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout). Originality/value This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.

Can transcendence be attained through mindfulness? The mediating role of meaningful work

2020 ◽  
Vol 7 (3) ◽  
pp. 257-273
Author(s):  
Nishant Singh ◽  
Umesh Bamel
Keyword(s):  
Organizational Behavior ◽  
Positive Emotions ◽  
Empirical Studies ◽  
Meaningful Work ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Content Type ◽  
Indian Context ◽  
The Relationship

PurposeThe purpose of this paper is to study the motivational mechanism of meaningful work (MFW) between the relationship of mindfulness and transcendence in an Indian context.Design/methodology/approachTo achieve the research objective, a cross-sectional study was conducted. We have collected data from 311 participants (employees of large Indian manufacturing organizations, both public and private) using a self-administered survey questionnaire. Collected data was examined using path analysis.FindingsResults suggest that MFW partially mediates the relationship between mindfulness and transcendence. Overall, this study highlights the role of mindfulness in making employees more passionate, joyful, and energetic at the workplace to achieve transcendence.Practical implicationsThis study suggests ways through which positive emotions and a sense of meaningfulness can be enhanced. It also provides valuable implications for managers by suggesting various practices for enhancing an employee's transcendence.Originality/valueThe study contributes to the positive organizational behavior field by providing some novel insights with a focus on mindfulness, MFW and transcendence. It also fills the void in the area of transcendence empirical studies related to the Indian context.

Credit card literacy and financial well-being of college students

2019 ◽  
Vol 37 (4) ◽  
pp. 991-1003 ◽  
Author(s):  
Yam B. Limbu ◽  
Shintaro Sato
Keyword(s):  
College Students ◽  
Self Efficacy ◽  
Credit Card ◽  
Credit Cards ◽  
Well Being ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose By testing a moderated mediation model, the purpose of this paper is to examine the mediating role of credit card self-efficacy in the relationship between credit card literacy and financial well-being. The authors further examine if credit card number moderates this effect. Design/methodology/approach Data for the study were collected from 427 college students. The PROCESS macros in IBM SPSS Statistics 23 was used to assess the hypothesized relationships. Findings Credit card literacy positively influences financial well-being through self-efficacy. However, this effect is stronger when college students own fewer credit cards. Practical implications Banks and credit card issuers, policymakers and colleges and universities should place a greater emphasis on credit card literacy programs that enhance students’ general understanding of credit card terms and conditions and confidence in their ability to effectively use and manage their credit cards. Originality/value To our knowledge, this is the first study to examine the relationship between credit card literacy, self-efficacy and financial well-being.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

A Cross-Level Theoretical and Empirical Model of Positive Emotions, Leader Identification, and Leader–Member Exchange

2021 ◽  
Vol 20 (3) ◽  
pp. 124-135
Author(s):  
Chongrui Liu ◽  
Cong Wang ◽  
Yan Liu ◽  
Xuran Liu ◽  
Yuan Ni
Keyword(s):  
Positive Emotions ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
Leadership Context ◽  
Broaden And Build Theory ◽  
Mediating Factor ◽  
The Relationship ◽  
Moderating Role

Abstract. Although leader–member exchange (LMX) has been widely studied, knowledge about how followers influence the LMX process remains unknown. By integrating the broaden-and-build theory (BBT) with the emotion as social information (EASI) theory, we develop a follower-centric multilevel model to investigate how followers' positive emotions have an impact on LMX via the mediating role of leader identification and the moderating role of leaders' positive emotions. We conducted a survey with 319 Chinese employees from 67 teams. The results indicated that leader identification served as a mediating factor in the relationship between followers' positive emotions and LMX. The work unit leaders' positive emotions strengthened the relationship between leader identification and LMX and moderated the mediated relationship among followers' positive emotions, leader identification, and LMX. Altogether, our findings inform new knowledge in terms of how followers may influence the development of LMX. We also help to extend the BBT and the EASI theory to the leadership context.

Perceived stress and psychological well-being of working mothers during COVID-19: a mediated moderated roles of teleworking and resilience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vartika Kapoor ◽  
Jaya Yadav ◽  
Lata Bajpai ◽  
Shalini Srivastava
Keyword(s):  
Perceived Stress ◽  
Working Mothers ◽  
Well Being ◽  
Inverse Association ◽  
Psychological Well Being ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

PurposeThe present study examines the mediating role of teleworking and the moderating role of resilience in explaining the relationship between perceived stress and psychological well-being of working mothers in India. Conservation of resource theory (COR) is taken to support the present study.Design/methodology/approachThe data of 326 respondents has been collected from working mothers in various sectors of Delhi NCR region of India. Confirmatory factor analysis was used for construct validity, and SPSS Macro Process (Hayes) was used for testing the hypotheses.FindingsThe results of the study found an inverse association between perceived stress and psychological well-being. Teleworking acted as a partial mediator and resilience proved to be a significant moderator for teleworking-well-being relationship.Research limitations/implicationsThe study is based at Delhi NCR of India, and future studies may be based on a diverse population within the country to generalize the findings in different cultural and industrial contexts. The present work is based only on the psychological well-being of the working mothers, it can be extended to study the organizational stress for both the genders and other demographic variables.Practical implicationsThe study extends the research on perceived stress and teleworking by empirically testing the association between perceived stress and psychological well-being in the presence of teleworking as a mediating variable. The findings suggest some practical implications for HR managers and OD Practitioners. The organizations must develop a plan to support working mothers by providing flexible working hours and arranging online stress management programs for them.Originality/valueAlthough teleworking is studied previously, there is a scarcity of research examining the impact of teleworking on psychological well-being of working mothers in Asian context. It would help in understanding the process that how teleworking has been stressful for working mothers and also deliberate the role of resilience in the relationship between teleworking and psychological well-being due to perceived stress, as it seems a ray of hope in new normal work situations.

Paternity leave: stepchild of family-friendly policies. Moderating the role of traditional masculinity ideology

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bhawana Maheshwari ◽  
Jatin Pandey ◽  
Aditya Billore
Keyword(s):  
Organizational Support ◽  
Positive Impact ◽  
Theory And Practice ◽  
Content Type ◽  
Masculinity Ideology ◽  
Moderated Mediation Model ◽  
Paternity Leave ◽  
Traditional Masculinity ◽  
The Relationship

PurposeThe purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI.Design/methodology/approachThe study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment.FindingsThe findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI.Originality/valueThis study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice.

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