scholarly journals LMX and Job Performance: Mediating Role of Psychological Empowerment and The Moderating Role of Supervisory Trust

2016 ◽  
Vol 11 (6) ◽  
pp. 123-130
Author(s):  
나병문 ◽  
LeeJongKeon
Keyword(s):  
Job Performance ◽  
Psychological Empowerment ◽  
Mediating Role ◽  
Moderating Role

The impact of support on employees' adaptive behavior: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ceyda Maden-Eyiusta ◽  
Zeynep Yesim Yalabik ◽  
Mehmet Ali Burak Nakiboglu
Keyword(s):  
Adaptive Behavior ◽  
Psychological Empowerment ◽  
Personal Selling ◽  
Content Type ◽  
Adaptive Selling ◽  
Mediating Role ◽  
Adaptive Selling Behavior ◽  
The Impact ◽  
Moderating Role

PurposeDrawing on the social exchange theory, this study focuses on the impact of perceived organizational support (POS) and perceived supervisor support (PSS) on employees' adaptive (selling) behavior in a personal selling context. As part of the support-adaptive behavior relationship, the authors also explore the mediating role of psychological empowerment and the moderating role of customer orientation (CO).Design/methodology/approachData were collected from 200 salespeople from the financial and pharmaceutical sectors in Turkey. Hypotheses were tested with hierarchical multiple regressions and hierarchical moderated regressions.FindingsSupported salespeople feel more empowered in their jobs and show adaptive (selling) behavior. Our results also show that the impact of support on adaptive selling behavior through empowerment is stronger for salespeople with low CO.Research limitations/implicationsThis study has two limitations: the generalizability of its findings and cross-sectional design. Still, it significantly contributes to support, empowerment and adaptive behavior literature.Practical implicationsBy creating a supportive work environment and by training their managers to improve their support skills, organizations boost their employees' adaptability. Both of these support practices motivate employees to use their discretion in sales situations. Organizations should also evaluate and manage their employees' level of CO by conducting company surveys and by increasing top management communication.Originality/valueThis study tests the mediating role of psychological empowerment on the relationship between POS, PSS and adaptive behavior in the understudied personal selling context. The authors also test the moderating role of CO in the proposed model.

Does Ethical Leadership Influence The Organizational Outcomes? Mediating Role of Emotional Labor and Moderating Role of Followers’ Personality Traits

2018 ◽  
Vol 5 (2) ◽  
pp. 1-6
Author(s):  
Qasim Ali Nisar ◽  
Komal Habib ◽  
Zalaf Arshad
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Perceived Stress ◽  
Ethical Leadership ◽  
Emotional Labor ◽  
Positive Impact ◽  
Organizational Outcomes ◽  
Mediating Role ◽  
Moderating Role

Ethical leadership is become fundamental part for the developing businesses. Due to need of caring and ethical leaders the study consider the ethical leadership aspects by considering follower’s personality traits and inadvertent effects of emotional labor on follower’s job performance and follower’s perceived stress. This implies that when leaders have high and low level of ethical leadership they show an increase in followers’ management of emotions. Study also examined that how ethical leadership influences the organizational outcomes by considering the mediating role of emotional labor and moderating role of personality traits. Questionnaire survey was used to collect the data by different banks of Gujranwala city. 200 responses were collected within one month. Result divulged that ethical leadership has negative effect on follower’s perceived stress and positive impact on follower’ job performance. After applying different statistical tools results indicated that in high ethical leadership employees not show their regulated emotions then followers stress level will increase and their performance of the job will decrease. Findings show that in moderate level ethical leadership employees showed their genuine emotions which increases their job performance and decreases their stress. Results revealed that employees management of emotions (surface acting and deep acting ) increases the employees job performance and decreases the followers perceived stress when followers personality traits are moderated. In the last of article research limitations, implications and directions for further research also included

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