The mediating role of thriving: Mindfulness and contextual performance among Turkish nurses

2020 ◽  
Vol 28 (1) ◽  
pp. 175-184
Author(s):  
Safiye Şahin ◽  
Neslihan Özcan ◽  
Reyhan Babal
Keyword(s):  
Contextual Performance ◽  
Mediating Role

Abusive Supervision and Contextual Performance: The Mediating Role of Emotional Exhaustion and the Moderating Role of Work Unit Structure

2008 ◽  
Vol 4 (3) ◽  
pp. 393-411 ◽  
Author(s):  
Samuel Aryee ◽  
Li-Yun Sun ◽  
Zhen Xiong George Chen ◽  
Yaw A. Debrah
Keyword(s):  
Emotional Exhaustion ◽  
Eastern China ◽  
Abusive Supervision ◽  
Contextual Performance ◽  
Manufacturing Companies ◽  
Work Unit ◽  
Mediating Role ◽  
Unit Structure ◽  
Performance Dimensions

This study examined the processes linking abusive supervision to employee contextual performance by focusing on the mediating influence of emotional exhaustion and the moderating influence of work unit structure. Data were obtained from 285 subordinate–supervisor dyads from three manufacturing companies in north-eastern China. The results revealed that: (i) emotional exhaustion mediated the relationships between abusive supervision and the contextual performance dimensions of interpersonal facilitation and job dedication; and (ii) work unit structure moderated these relationships such that the relationships were stronger in mechanistic than in organic work unit structures.

Does psychological climate affect task and contextual performance through affective commitment? Evidence from public sector companies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ram Shankar Uraon ◽  
Manish Gupta
Keyword(s):  
Public Sector ◽  
Task Performance ◽  
Affective Commitment ◽  
Contextual Performance ◽  
Psychological Climate ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

PurposeThis paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and task performance. Another purpose is to conceptualize and measure the psychological climate.Design/methodology/approachData were analyzed using a sample of 514 employees working in 12 public sector companies in India. Partial least squares (PLS) technique was used to test the proposed research framework.FindingsThe results of this study revealed that affective commitment has a mediating role in the relationship between psychological climate and contextual performance as well as between psychological climate task performance.Research limitations/implicationsThe findings of this study augment the theory of psychological climate by suggesting that individuals perceiving high a psychological climate are likely to have the high affective commitment that ultimately leads to higher performance.Practical implicationsPublic sector companies are encouraged to provide a favorable psychological climate that can emotionally commit the employees to perform well.Originality/valueThis study is one of its kinds to overcome the limitations of the earlier studies such as in examining the effect of higher-order psychological climate on task and contextual performances.

Effects of Leader Motivating Language on Employee Task and Contextual Performance: The Mediating Role of Feedback Quality

2019 ◽  
Vol 123 (6) ◽  
pp. 2501-2518
Author(s):  
Yue Guo ◽  
Bin Ling
Keyword(s):  
Task Performance ◽  
Contextual Performance ◽  
Mediating Role ◽  
Motivating Language ◽  
Feedback Quality ◽  
Research Findings ◽  
Psychological Mechanism ◽  
The Relationship ◽  
And Task

This research examined the relationships between leader motivating language and employee task and contextual performance using the psychological mechanism of feedback quality. We obtained a sample of 237 supervisor–subordinate dyads. Our research findings showed that feedback quality had a positive mediating role in the relationship between leader motivating language and contextual performance. The relationship between leader motivating language and task performance was statistically significant; however, feedback quality had little effect in mediating the direct relationship between leader motivating language and task performance.

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