scholarly journals The relationship between family intimacy and relapse tendency among people who use drugs: a moderated mediation model

2021 ◽  
Vol 16 (1) ◽  
Author(s):  
Xiaoqing Zeng ◽  
Mengyao Lu ◽  
Meirong Chen
Keyword(s):  
Self Efficacy ◽  
Psychological Capital ◽  
Negative Impact ◽  
Moderated Mediation ◽  
Underlying Mechanism ◽  
Mediating Effect ◽  
People Who Use Drugs ◽  
Moderated Mediation Model ◽  
The People ◽  
The Relationship

Abstract Background Drug addiction is difficult to overcome. The relapse rate is high, and the negative impact on individuals, families and society is severe, therefore exploring social psychological mechanisms to reduce relapse has very important theoretical and practical value. However, the underlying mechanism by which the interaction between family and individual factors influences the tendency to relapse remain unclear. Thus, the purpose of this paper is to discuss the relationship between family intimacy and relapse tendency of people who use drugs, as well as the mediating effect of psychological capital and the role of self-efficacy in it. Methods A total of 817 male who use drugs were investigated via the Family Intimacy and Adaptability Scale, General Self-Efficacy Scale, Positive Psychological Capital Questionnaire and Relapse Tendency Questionnaire. Using Hayes’s process macro carried out moderated mediation analysis. Results (1) The average family intimacy score of people who use drugs was low. (2) Family intimacy negatively predicted relapse tendency in people who use drugs. (3) Psychological capital mediated the relationship between family intimacy and relapse tendency. (4) The first half of the indirect effect of family intimacy on relapse tendency was regulated by self-efficacy, compared with the low level of self-efficacy, the psychological capital level with high self-efficacy is higher. Conclusion The results of this study suggest that the intimacy between the people who use drugs and their family members should be improved, and the rehabilitation center should take various measures to enhance the psychological capital level and the level of self-efficacy of the people who use drugs, which will be helpful to reduce their relapse tendency.

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.

scholarly journals Life History Strategy and Overeating During COVID-19 Pandemic: a Moderated Mediation Model of Sense of Control and Coronavirus Stress

2021 ◽  
Author(s):  
Baojuan Ye ◽  
Ruining Wang ◽  
Mingfan Liu ◽  
Xinqiang Wang ◽  
Qiang Yang
Keyword(s):  
College Students ◽  
Life History ◽  
Life History Strategy ◽  
Empirical Support ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Sense Of Control ◽  
Chinese College Students ◽  
Moderated Mediation Model ◽  
The Relationship

Abstract Background: This study examined the mediating effect of sense of control and the moderating effect of coronavirus stress on the relationship between life history strategy and overeating among Chinese college students during the COVID-19 period. Methods: Thirty-three hundred and ten Chinese students (Mage = 19.74, SD = 1.50; 47% males) completed self-reported questionnaires regarding life history strategy, sense of control, overeating, and coronavirus stress. The data were analyzed using Pearson’s r correlations and moderated mediation analysis. Results: The results revealed that control sense mediated the link between life history strategy and college students’ overeating. College students’ coronavirus stress moderated the associations between life history strategy and college students’ sense of control and between control sense and overeating. The association between life history strategy and sense of control was stronger for those with lower coronavirus stress, and the association between sense of control and overeating was stronger for those with lower coronavirus stress. Conclusions: This study identified the critical factors associated with overeating; it supplies empirical support for existing theories and provides practical implications for interventions aiming to decrease Chinese college students’ overeating during COVID-19 period.

scholarly journals Impact of Compassion on Voice Behavior: A Moderated Mediation Model

2020 ◽  
Vol 6 (4) ◽  
pp. 148
Author(s):  
Asma Nisar ◽  
Ghulam Abid ◽  
Natasha Saman Elahi ◽  
Muhammad Ahsan Athar ◽  
Saira Farooqi
Keyword(s):  
Affective Commitment ◽  
Study Finding ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Employee Voice ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Managerial Support ◽  
The Relationship

Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

Ethical leadership and employee unethical pro-organizational behavior: a moderated mediation model of moral disengagement and coworker ethical behavior

2020 ◽  
Vol 41 (6) ◽  
pp. 799-812
Author(s):  
Hui-Hsien Hsieh ◽  
Hao-Hsin Hsu ◽  
Kuo-Yang Kao ◽  
Chih-Chieh Wang
Keyword(s):  
Organizational Behavior ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Moral Disengagement ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Ethical Work ◽  
The Relationship

PurposeThe purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect.Design/methodology/approachData were collected from 251 employee–coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses.FindingsThe results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement–UPB relationship and the ethical leadership–moral disengagement–UPB relationship become weaker when coworker ethical behavior is high.Practical implicationsThe results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement.Originality/valueThis study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.

Linking empowerment, engagement, communication and organizational health: Moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anupama Singh
Keyword(s):  
Organizational Communication ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Organizational Health ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement. Design/methodology/approach Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used. Findings Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger. Originality/value This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior

2016 ◽  
Vol 7 (2) ◽  
pp. 64-81 ◽  
Author(s):  
Mingzheng Wu ◽  
Xiaoling Sun ◽  
Delin Zhang ◽  
Ci Wang
Keyword(s):  
Organizational Justice ◽  
Moral Identity ◽  
Moderated Mediation ◽  
Job Burnout ◽  
Mediating Effect ◽  
Work Behavior ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. Design/methodology/approach A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. Findings Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. Research limitations/implications The findings highlight the self-regulatory function of moral identity in preventing CWB. Practical implications The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. Originality/value The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.

scholarly journals Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

2021 ◽  
Vol 12 ◽  
Author(s):  
Shengxian Yu ◽  
Na Wu ◽  
Shanshi Liu ◽  
Xiaoxiao Gong
Keyword(s):  
Negative Impact ◽  
Job Insecurity ◽  
Negative Emotion ◽  
Mediating Effect ◽  
The Sustainable Development ◽  
Role Behavior ◽  
Workplace Friendship ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Based on the affective events theory, this paper discusses the influence of job insecurity on employees’ extra-role behavior. The mediating effect of negative emotion and the moderating effect of workplace friendship are also tested. The results of an empirical analysis, based on the data of 327 employees, show that job insecurity has a significant negative impact on employees’ extra-role behavior. Negative emotion plays a mediating role in the relationship between job insecurity and extra-role behavior. Workplace friendship moderated the relationship between job insecurity and negative emotions, as well as between job insecurity and extra-role behavior. Workplace friendship also moderates the mediating effect of negative emotion on the relationship between job insecurity and extra-role behavior, that is, the higher the level of the workplace friendship is, the weaker the mediation role mentioned above will be. The research results have implications for the sustainable development of the organization.

scholarly journals Ostracism, Psychological Capital, Perceived Social Support and Depression among Economically Disadvantaged Youths: A Moderated Mediation Model

2021 ◽  
Vol 18 (21) ◽  
pp. 11282
Author(s):  
Xianglian Yu ◽  
Lin Zhang ◽  
Zihong Lin ◽  
Zongkui Zhou ◽  
Dilana Hazer-Rau ◽  
...  
Keyword(s):  
Social Support ◽  
Economically Disadvantaged ◽  
Psychological Capital ◽  
Perceived Social Support ◽  
Moderated Mediation ◽  
Underlying Mechanism ◽  
Self Report ◽  
Mediation Model ◽  
Cross Sectional ◽  
Moderated Mediation Model

Mental health promotion of economically disadvantaged youths is a popular issue in current China. Economically disadvantaged youths are at greater risk of depression. Ostracism may be an important predictor of depression for them. However, no consensus has been reached on the underlying mechanism between ostracism and depression. A total of 1207 economically disadvantaged youths were recruited from six universities in China. These youths were asked to complete questionnaires measuring depression, ostracism, psychological capital, and perceived social support. A moderated mediation model was examined by using IBM SPSS STATISTICS 27macro program PROCESS version 3.5, in which psychological capital was a mediating variable, and perceived social support was a moderating variable. Lack of causal inferences and self-report bias due to the cross-sectional and self-report survey need to be considered when interpreting results. The results revealed that ostracism was positively associated with depression among economically disadvantaged youths. Psychological capital partially mediated the association. Perceived social support moderated the indirect association between ostracism and depression via psychological capital among economically disadvantaged females. Training and intentional practice of psychological capital could be the core to develop the depression interventions targeting economically disadvantaged youths with experience of ostracism. Gender and perceived social support need to be considered in developing the interventions.

scholarly journals Exploring the Relationship Among Teacher Emotional Intelligence, Work Engagement, Teacher Self-Efficacy, and Student Academic Achievement: A Moderated Mediation Model

2022 ◽  
Vol 12 ◽  
Author(s):  
Li Wang
Keyword(s):  
Academic Achievement ◽  
Work Engagement ◽  
Self Efficacy ◽  
Positive Impact ◽  
Moderated Mediation ◽  
Student Academic Achievement ◽  
Moderated Mediation Model ◽  
Teacher Work ◽  
Teacher Self Efficacy ◽  
The Relationship

In recent years, many studies have been done to identify the factors that affect teacher emotions at schools. However, the empirical evidence on how teachers’ emotions influence students’ outcomes and performance is not extensive. Against this background, this study explored the correlation between teacher EI and student academic achievement and possible mechanisms may lie in this relationship. A sample of 365 Chinese teachers from 25 public middle schools participated in this study by completing measurements of teacher EI, teacher work engagement, and teacher self-efficacy. The student academic achievement was assessed by the grades of the previous term (February to June 2020) reported by the students. The results indicated that teacher work engagement partially mediated the path from teacher EI and student academic achievement. Moderated mediation further showed that teachers with high self-efficacy had a more significant positive impact on the relationship between teacher work engagement and student academic achievement than teachers with low self-efficacy. The limitations of this study were also discussed.

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