scholarly journals Employees’ Perceptions of Justice and Workplace Deviance: A Moderated Mediation Model of Ethical Work Climate and Task Type

2021 ◽  
Vol 14 (2) ◽  
pp. 1-24
Author(s):  
Deniz Öztürk ◽  
Suna Yüksel Poyraz
Keyword(s):  
Moderated Mediation ◽  
Work Climate ◽  
Task Type ◽  
Workplace Deviance ◽  
Mediation Model ◽  
Ethical Work Climate ◽  
Moderated Mediation Model ◽  
Ethical Work ◽  
And Task

Ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB)

2020 ◽  
Vol 32 (1) ◽  
pp. 212-229 ◽  
Author(s):  
Chih-Ching Teng ◽  
Allan Cheng Chieh Lu ◽  
Zhi-Yang Huang ◽  
Chien-Hua Fang
Keyword(s):  
Organizational Identification ◽  
Moderated Mediation ◽  
Work Climate ◽  
Leader Member Exchange ◽  
Mediation Model ◽  
Content Type ◽  
Ethical Work Climate ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
Ethical Work

Purpose This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB). Design/methodology/approach Numerous regression analyses were performed using PROCESS (version 2.13), a macro for SPSS developed by Hayes (2017) to test this moderated mediation model. Findings The analytical results showed that organizational identification mediates the positive relationship between an ethical work climate and OCB. The analytical results also showed that LMX moderates the direct effect of ethical work climate on organizational identification and that LMX also moderates the indirect effect of ethical work climate on OCB via organizational identification. Practical implications This study provides numerous valuable implications for hotels to develop effective strategies to promote employees’ OCB and improve their organizational identification. Originality/value This study was the first attempt to propose and test a moderated mediation model that explores the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and OCB.

scholarly journals Narcissistic Leadership and Workplace Deviance: A Moderated Mediation Model of Organizational Aggression and Workplace Hostility

Organizacija ◽  
2021 ◽  
Vol 54 (4) ◽  
pp. 334-349
Author(s):  
Hussein Hurajah Alhasnawi ◽  
Ali Abdulhassan Abbas
Keyword(s):  
Structural Equation ◽  
Moderated Mediation ◽  
Workplace Deviance ◽  
Equation Modeling ◽  
Survey Method ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Impact ◽  
The Relationship ◽  
Workplace Hostility

Abstract Background: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance. Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility. Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.

Older and Less Deviant Reactions to Abusive Supervision? A Moderated Mediation Model of Age and Cognitive Reappraisal

2020 ◽  
Vol 6 (3) ◽  
pp. 195-205 ◽  
Author(s):  
Yisheng Peng ◽  
Xiaohong Xu ◽  
Russell Matthews
Keyword(s):  
Older Workers ◽  
Cognitive Reappraisal ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Workplace Deviance ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Younger Workers ◽  
Age Related ◽  
Employee Age

Abstract Given the significant costs of abusive supervision and the broad implications of an increasingly aging workforce, scholars have called for examining the role of employee age in the abusive supervision literature. In response to this call, this study introduced a moderated mediation model of age, abusive supervision, cognitive reappraisal, and workplace deviance based on socioemotional selectivity theory. We tested this model with a sample of 614 working adults. Results suggest that employee age significantly moderated the effect of abusive supervision on cognitive reappraisal such that abusive supervision was negatively related to cognitive reappraisal for younger workers, but not for older workers. Cognitive reappraisal was negatively related to workplace (i.e., interpersonal and organizational) deviance. Furthermore, there was a significant moderated mediation effect where the indirect relationship between abusive supervision and workplace deviance via cognitive reappraisal was significant for younger workers, but not for older workers. Our findings suggest that older workers’ emotional competencies (e.g., use of cognitive reappraisal) may account for age-related advantages in coping with abusive supervision. Theoretical and implications were discussed.

scholarly journals Antecedents of Workplace Deviance: Role of Job Insecurity, Work Stress, and Ethical Work Climate

2020 ◽  
Vol 6/2019 (86) ◽  
pp. 74-90
Author(s):  
Shuaib Ahmed Soomro ◽  
◽  
Yasir Mansoor Kundi ◽  
Muhammad Kamran ◽  
◽  
...  
Keyword(s):  
Work Stress ◽  
Job Insecurity ◽  
Work Climate ◽  
Workplace Deviance ◽  
Ethical Work Climate ◽  
Ethical Work

The effects of paternalistic leadership on task performance: Testing a moderated mediation model in Turkish organizations

2021 ◽  
Vol 26 (3) ◽  
pp. 491-520
Author(s):  
Fatih Çetin ◽  
Melisa Erdilek Karabay ◽  
İrge Şener ◽  
Meral Elçi
Keyword(s):  
Task Performance ◽  
Moderated Mediation ◽  
Psychological Ownership ◽  
Mediation Model ◽  
Paternalistic Leadership ◽  
Moderated Mediation Model ◽  
Person Organization Fit ◽  
Positive Direct ◽  
The Relationship ◽  
And Task

Drawing on the findings from a serial moderated mediation model, this study aims to expand prior research by investigating the interaction between paternalist leadership and employee task performance. Study also aims to test the indirect effects of perceived person-organization fit and psychological ownership on the relationship between paternalistic leadership and employee task performance, through serial mediation models. Furthermore, the moderating role of organizational size in direct and all indirect relations between paternalistic leadership and task performance, through five different models is tested. Sample consists of 1,652 employees from various industries in İstanbul, Turkey. Hypothesized relationships were tested through structural equation modelling. The findings demonstrated the significant positive direct relationship between paternalistic leadership and employee task performance. Psychological ownership mediated the relationship of paternalistic leadership and task performance while person-organization fit had no mediating effect. Practical implications and further recommendations are also discussed.

Physical Activity, Self-Perceptions, and Depressive Symptoms in Adolescents: A Moderated Mediation Model

2009 ◽  
Author(s):  
Edin Randall ◽  
Katerina Krause ◽  
Amanda Ward ◽  
Amy Bohnert ◽  
Christopher Stanley
Keyword(s):  
Physical Activity ◽  
Depressive Symptoms ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Self Perceptions ◽  
Moderated Mediation Model
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