Bridging Service Employee's Intrinsic Motivation and Job Performance : A Moderated Mediation Model

2018 ◽  
Vol 16 (5) ◽  
pp. 71-81 ◽  
Author(s):  
Seongho Kang ◽  
Won Moo Hur
Keyword(s):  
Job Performance ◽  
Intrinsic Motivation ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

Supervisor incivility and millennial employee creativity: A moderated mediation model

2019 ◽  
Vol 47 (9) ◽  
pp. 1-11 ◽  
Author(s):  
Chang-E Liu ◽  
Yahui Chen ◽  
Wei He ◽  
Jie Huang
Keyword(s):  
Intrinsic Motivation ◽  
Social Identity Theory ◽  
Employee Performance ◽  
Negative Relationship ◽  
Strong Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Creativity ◽  
Moderated Mediation Model ◽  
Perceived Insider Status

Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.

Supervisor humor and employee job performance: A moderated mediation model of work enjoyment and suspicion of the supervisor

2020 ◽  
Vol 33 (4) ◽  
pp. 603-623
Author(s):  
Panagiotis Gkorezis
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Outcomes ◽  
Positive Role ◽  
Work Enjoyment ◽  
Moderated Mediation Model ◽  
The Relationship

AbstractSupervisor humor has been shown to be related to various employee outcomes. In this vein, prior research has demonstrated the positive role of supervisor humor in increasing employee job performance. However, little is known about the mediating and moderating mechanisms that explain this relationship. Addressing this gap, the present study develops and tests a moderated mediation model by highlighting work enjoyment as a mediator and suspicion about the supervisor as a moderator. Results from a sample of 190 employees working in a large retail organization showed that work enjoyment mediates the relationship between supervisor humor and subordinates’ job performance and, further, that this indirect effect is dependent upon suspicion of the supervisor.

Study on the job performance of Chinese physicians: a moderated mediation model

2020 ◽  
Author(s):  
Botang Guo ◽  
Binbin Qiang ◽  
Haiyun Chu ◽  
Jiawei Zhou ◽  
Xiuxian Yang ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Personality Traits ◽  
Achievement Motivation ◽  
Pearson Correlation ◽  
Moderated Mediation ◽  
Public Hospitals ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Chinese Physicians

Abstract Background:To explore the mechanisms between achievement motivation and job performance among physicians of public hospitals in China, this article researched the influence of different personality traits on physicians' job performance. Methods: A survey conducted in 2017, containing samples of 1,523 physicians from eight tertiary grade A hospitals in Harbin, China.A cross-sectional study was applied to data collection about physicians’ achievement motivation, job performance, organizational commitment, personality traits and other demographic variables. This paper also analyzed the relationships between physicians’ job performance and achievement motivation using a moderated mediation model.Independent t-test and ANOVA were applied to describe and compare the demographic data. Pearson correlation coefficients were used to examine the correlation among the variables. To test the correlation of the eight variables, moderated mediation analysis was performed in this study. Results:Achievement motivation directly affects job performance of Chinese physicians, and organizational commitment partially mediates the direct effects of achievement motivation on job performance. Additionally, we also found that agreeableness and conscientiousness moderate the strength of the relationships between achievement motivation and job performance mediated by organizational commitment. Conclusions:Managers in Chinese public hospitals should pay attention to increase physicians’ level of achievement motivation, and we recommend to enhance organizational commitment through a reasonable compensation system and active organizational culture. And they should also tend to be conscientiousness or agreeableness in the arrangement. Key Words job performance; hospital management; achievement motivation; psychology; moderated mediation model

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