In the context of Internet Plus: The Effect of Formal Mentoring on Individual Creativity in Chinese Employees in Shenzhen : Moderating Role of Affective Commitment, Mediating Role of Psychological Safety

2016 ◽  
Vol 19 (2) ◽  
pp. 133-144
Author(s):  
Zhi-Cheng Wang ◽  
◽  
Jun Feng ◽  
In-Soo Han
Keyword(s):  
Affective Commitment ◽  
Psychological Safety ◽  
Formal Mentoring ◽  
Mediating Role ◽  
Moderating Role

Van rechtvaardigheid naar uitputting en bevlogenheid

2012 ◽  
Vol 25 (2) ◽  
Author(s):  
Peter Verboon ◽  
Klaas Schakel ◽  
Karen van Dam
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Positive Behavior ◽  
Mediating Role ◽  
Two Samples ◽  
Group Engagement ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

From justice to exhaustion and engagement. The role of affective commitment to the organization From justice to exhaustion and engagement. The role of affective commitment to the organization In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.

Effect of Cultural Differences on Performance of Merger and Acquisition via Psychological Safety: A Framework

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Jatinder Kumar Jha
Keyword(s):  
Cultural Differences ◽  
Cultural Difference ◽  
Psychological Safety ◽  
Poor Performance ◽  
Cultural Integration ◽  
Mediating Role ◽  
The Poor ◽  
Target Firms ◽  
Moderating Role

This article proposes a framework connecting cultural difference with performance of M & A via psychological safety of target firms employees. Existing studies have suggested the need of effective social-cultural integration post acquisition for the success of M & A of culturally distant firms. This paper includes leadership visibility as the boundary condition of relationship between cultural difference and psychological safety of the employees of target firms. Existing literature indicates cultural difference between merging organization as one of the factors for the poor performance of M&A. Proposed framework elucidate, mechanism through which cultural difference between merging firm effects the performance of M&A. However there is extant literature investigating effect of cultural difference on performance but studies examining the mechanism of this effect is still in its infancy. This study contribute to the literature by investigating the mediating role of psychological safety and moderating role of leadership visibility.

Effects of union commitment on job performance in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenyuan Huang ◽  
Chuqin Yuan ◽  
Jie Shen ◽  
Min Li
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Employee Participation ◽  
Mediating Effect ◽  
Union Commitment ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role

PurposeThis study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment.Design/methodology/approachIn this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region.FindingsThe results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation.Practical implicationsThis study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China.Originality/valueThis study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.

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