Workaholism, presenteeism, work–family conflicts and personal and work outcomes: Testing 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.

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Bullying, Supervisor Support, Relaxation, and Personal and Work Outcomes: Testing a Moderated Mediation Model

Journal of Nursing Management ◽

10.1111/jonm.13330 ◽

2021 ◽

Author(s):

Nicolas Gillet ◽

Claude Fernet ◽

Philippe Colombat ◽

Pierre Cheyroux ◽

Evelyne Fouquereau

Keyword(s):

Supervisor Support ◽

Moderated Mediation ◽

Work Outcomes ◽

Mediation Model ◽

Moderated Mediation Model

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Personality and work outcomes: A moderated mediation model of self-leadership and gender

International Journal of Management Excellence ◽

10.17722/ijme.v10i2.972 ◽

2018 ◽

Vol 10 (2) ◽

pp. 1292-1304

Author(s):

Jessie Ho ◽

Paul L Nesbit

Keyword(s):

Job Satisfaction ◽

Locus Of Control ◽

Job Performance ◽

Personality Traits ◽

Moderated Mediation ◽

Work Outcomes ◽

Mediation Model ◽

Internal Locus ◽

Internal Locus Of Control ◽

Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.

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