Self-deprecating humor and task persistence: the moderating role of self-defeating humor style

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
David Cheng
Keyword(s):  
Individual Differences ◽  
Work Behaviors ◽  
Task Persistence ◽  
The Past ◽  
Humor Style ◽  
Management Students ◽  
Persistence Behavior ◽  
The Relationship ◽  
Moderating Role

Abstract Over the past two decades a significant body of research has examined the effects of individual differences in humor style or humor occurrences (e.g. specific jokes, memes) on behavior. However, research examining whether these individual differences in humor styles influence the effects of humor occurrences on work behaviors has been scant. Drawing on Conservations of Resources (COR) theory, this paper seeks to fill this gap by examining one form of humor, self-deprecating humor, and its interaction with self-defeating humor style to influence task persistence behavior. Findings from an experimental study of 124 management students show that self-deprecating humor can bolster a person’s persistence at an assigned task. Findings also show that individual differences in self-defeating humor style influence the relationship between self-deprecating humor and persistence. Individuals low in self-defeating humor style show a significant increase in persistence while those high in self-defeating humor style did not show any significant increase.

Enabling the engine of workplace thriving through servant leadership: The moderating role of core self-evaluations

2020 ◽  
pp. 1-19 ◽  
Author(s):  
Muhammad Usman ◽  
Yuxin Liu ◽  
Haihong Li ◽  
Jianwei Zhang ◽  
Usman Ghani ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Theory And Practice ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Abstract Grounding our research in social exchange theory and the conservation of resources perspective, we hypothesized a model that examines the effects of servant leadership (SL) on employees' workplace thriving via agentic work behaviors. To clarify the effects, employee core self-evaluations (CSEs) were investigated to determine boundary conditions on the relationship between SL and thriving. Data were collected at three points in time from 260 professionals across diverse functional backgrounds and industries. The analysis results confirmed an indirect effect from SL to workplace thriving via agentic work behaviors. Importantly, the moderation results demonstrated that the relationship between SL and workplace thriving is stronger when individuals have high CSEs. Implications for theory and practice are discussed.

Post-dissolution ambivalence, breakup adjustment, and relationship reconciliation

2020 ◽  
Vol 37 (5) ◽  
pp. 1604-1625 ◽  
Author(s):  
René M. Dailey ◽  
Lingzi Zhong ◽  
Rudy Pett ◽  
Sarah Varga
Keyword(s):  
Relationship Type ◽  
The Past ◽  
Emotional Ambivalence ◽  
Initial Survey ◽  
Breakup Distress ◽  
The Relationship ◽  
Moderating Role

Relational ambivalence is conceptualized as having conflicting thoughts and feelings toward one’s partner or relationship. The current study explored how ambivalence about an ex-partner in a post-dissolution stage was associated with breakup distress as well as reconciliation. The moderating role of whether the relationship had previously cycled through breakups and renewals (on-off) or not (non-cyclical) was also examined. The 275 participants completed an initial survey following their most recent breakup (within the past 30 days) and up to five monthly surveys. Analyses showed cognitive and emotional ambivalence were associated with greater breakup distress and a greater likelihood of relationship renewal. Additionally, although cyclical partners had slightly greater emotional, but not cognitive, ambivalence toward their former partners, relationship type did not moderate the associations between ambivalence and breakup distress or reconciliation. The findings provide insights on how ambivalence could be incorporated into research on post-dissolution experiences.

Diversity Beliefs as Moderator of the Contact–Prejudice Relationship

2011 ◽  
Vol 42 (4) ◽  
pp. 271-278 ◽  
Author(s):  
Adekemi A. Adesokan ◽  
Johannes Ullrich ◽  
Rolf van Dick ◽  
Linda R. Tropp
Keyword(s):  
United States ◽  
Individual Differences ◽  
Ethnic Diversity ◽  
Intergroup Contact ◽  
The United States ◽  
Moderator Effects ◽  
Perceived Importance ◽  
The Relationship ◽  
Moderating Role

Research on intergroup contact has recently begun to examine how individual differences moderate the reduction of prejudice. We extend this work by examining the moderating role of diversity beliefs, i.e., the strength of individuals’ beliefs that society benefits from ethnic diversity. Results of a survey among 255 university students in the United States show that the relationship between contact and reduced prejudice is stronger for individuals holding less favorable diversity beliefs compared to those with more positive diversity beliefs. Likewise, the relationship between contact and perceived importance of contact is stronger for people with less favorable diversity beliefs. Together with previously reported moderator effects, these results suggest that contact especially benefits people who are the most predisposed to being prejudiced.

Why do employees struggle to thrive in the workplaces? A look at the impact of abusive supervision

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammd Usman ◽  
Yuxin Liu ◽  
Jianwei Zhang ◽  
Usman Ghani ◽  
Habib Gul
Keyword(s):  
Abusive Supervision ◽  
Full Time ◽  
Work Behaviors ◽  
Content Type ◽  
Underlying Mechanisms ◽  
Core Self ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

PurposeBased on the conservation of resources view, the objective of this paper is to examine the relationship between abusive supervision and workplace thriving. Further, this study investigates the underlying mechanisms role of agentic work behaviors (i.e. task focus, heedful relating) and moderating role of employee's core self-evaluations.Design/methodology/approachUsing a time-lag approach, data are collected from 360 full-time employees enrolled in an executive development program in a large university of China. To test the proposed model, data analysis is carried out through Statistical Product and Service Solutions (SPSS) and Analysis of Moment Structures (AMOS).FindingsThe results show that abusive supervision negatively influences workplace thriving. Further, the findings also confirm the mediating role of agentic work behaviors and the moderating role of core self-evaluations between the relationship of abusive supervision and thriving.Practical implicationsBased on study findings, this study draws the attention of managers toward the new deleterious outcomes of abusive supervision. Hence, to nurture a thriving workforce, organizations should keep abusive behaviors under keen observations to minimize their frequent occurrences. Further, it is proposed that hiring employees with higher core self-evaluations can mitigate the injurious effect of abusive supervision.Originality/valueThis is the first attempt to our knowledge to untapped the abusive supervision-thriving relationship via the underlying mechanisms of two agentic work behavior's and core self-evaluations as a moderator enriches the extant body of knowledge and provide valuable insight into the abusive supervision and workplace thriving literature.

Gamification of financial applications and financial behavior of young investors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abhinav Pal ◽  
Kavita Indapurkar ◽  
Kriti Priya Gupta
Keyword(s):  
Financial Management ◽  
Structural Equation ◽  
Structural Model ◽  
Financial Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
The Past ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the moderating role of gamification on the relationship of financial attitude (FA), financial self-efficacy (FSE) and financial planning activity (FPA) of individuals on the financial behavior of individuals and also provides a conceptual background on financial management behavior (FMB), FA, FSE and FPA of individuals. Design/methodology/approach A preliminary study with the help of a structured questionnaire was conducted by administering the questionnaire to individuals who are exposed to financial apps on their smart phones or personal computers for various money-saving and investment activities. Help of various financial planners and financial consultants led to successful circulation of the questionnaire to respondents. The research model was tested through structural equation modeling using AMOS-21 software. Firstly, a measurement model was evaluated that comprised five latent constructs, i.e. gamifying features (GF), FA, FSE, FPA and FMB. Subsequently, the structural model consisting of the hypothesized relationships was evaluated. Findings The role of GF in financial apps and applications in moderating the influence of FA, FSE and FPA on FMB has not been thoroughly studied in the past literature, and the results of this study show that GF significantly moderate the influence of FA and FPA on the FMB of individuals. However, according to the results GF in financial apps do not have a significant moderating role on the influence of FSE on FMB of individuals. Originality/value The studies in the past have not investigated the role of gamification in the area of personal finance of individual investors, specifically their financial behavior in both developed and developing countries. This study addresses this gap by examining the role of gamification in moderating the relationship that exists between FA, FSE, FPA and financial behavior.

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