Emotional Mechanisms Linking Incivility at Work to Aggression and Withdrawal at Home: An Experience-Sampling Study

2016 ◽  
Vol 44 (7) ◽  
pp. 2888-2908 ◽  
Author(s):  
Sandy Lim ◽  
Remus Ilies ◽  
Joel Koopman ◽  
Paraskevi Christoforou ◽  
Richard D. Arvey
Keyword(s):  
Experience Sampling ◽  
Workplace Incivility ◽  
Full Time ◽  
Emotional States ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
High Trait ◽  
The Relationship ◽  
At Home ◽  
Trait Hostility

We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit the effects of workplace incivility to specific family behaviors at home. Fifty full-time employees from southeast Asia provided 363 observations over a 10-day period on workplace incivility and various emotional states. Daily reports of employees’ marital behaviors were provided by the spouses each evening. Results showed that state hostility mediated the link from workplace incivility to increased angry and withdrawn marital behaviors at home. Also, trait hostility served as a moderator such that the relationship between workplace incivility and hostile emotions was stronger for employees with high trait hostility.

“Reluctant stayers do not get what they want”: the relationship between procedural injustice and workplace incivility

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riann Singh
Keyword(s):  
Turnover Intentions ◽  
Workplace Incivility ◽  
Mediation Model ◽  
Shopping Malls ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Procedural Injustice ◽  
Wave Research ◽  
Research Gap ◽  
The Relationship

PurposeResearch has explored the behavioural responses of reluctant stayers to various organisational perceptions. This study extends current research to explain how employees who perceive procedural injustice respond, when they intend to leave but are unable to, due to limited job alternatives. This study postulates that employees who perceive procedural injustice are more likely to develop turnover intentions. Procedural injustice is expected to indirectly influence workplace incivility, with turnover intentions as the mediator. Further, the availability of job alternatives is expected to moderate the relationship between turnover intentions and workplace incivility, to form a moderated-mediation model.Design/methodology/approachData was collected from 204 retail employees across five major shopping malls within the Caribbean nation of Trinidad, using a two-wave research design. A path-analytic approach was used to test the research hypotheses.FindingsThe findings provided support for the propositions that procedural injustice predicts turnover intentions, that turnover intentions mediate the procedural injustice – workplace incivility relationship, and that the availability of job alternatives moderate the relationship between turnover intentions and workplace incivility.Originality/valueThis study addresses a clear research gap since no study has examined how employees' perceptions of procedural injustice affect their behaviour when they intend to leave but are unable to, due to limited job alternatives. This study extends research on the behaviour of reluctant stayers.

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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.

Does Sincere Social Interaction Stimulate Tourist Immersion? A Conservation of Resources Perspective

2022 ◽  
pp. 004728752110675
Author(s):  
ZiMing Jiang ◽  
HongWei Tu
Keyword(s):  
Structural Equation Modeling ◽  
Social Interaction ◽  
Structural Equation ◽  
Online Survey ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Emotional Solidarity ◽  
The Relationship

Drawing on conservation of resources (COR) theory, this study examines how and when sincere social interaction affects tourist immersion at the destination. We develop a moderated mediation model in which emotional solidarity mediates the relationship between sincere social interaction and tourist immersion, while extraversion moderates the link between sincere social interaction and emotional solidarity. Data were collected from 391 tourists via an online survey and were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that sincere social interaction directly influences tourist immersion, and this relationship is mediated by emotional solidarity. Furthermore, extraversion significantly moderates the effects of sincere social interaction on emotional solidarity, and this effect is stronger for tourists with high extraversion scores. Additionally, extraversion strengthens the indirect link between sincere social interaction and tourist immersion, and again, the link is stronger for highly extraverted tourists.

Ethical leadership, frustration, and humor: a moderated-mediation model

2018 ◽  
Vol 39 (5) ◽  
pp. 665-678 ◽  
Author(s):  
Matthew Valle ◽  
Micki Kacmar ◽  
Martha Andrews
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Positive Mood ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Surface Acting ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.

Career adaptability, job crafting and subjective career success: the moderating roles of lone wolf personality and positive perfectionism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Job Crafting ◽  
Career Adaptability ◽  
Mediation Model ◽  
Content Type ◽  
Lone Wolf ◽  
Moderated Mediation Model ◽  
Subjective Career Success ◽  
The Relationship

PurposeUsing career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.Design/methodology/approachA moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).Findingshe authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.Research limitations/implicationsdata are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.Practical implicationsHigh levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.Originality/valueThis research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

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