scholarly journals The effects of personality and leader consideration behavior on team cohesiveness

2018 ◽  
Vol 31 (1) ◽  
pp. 195-220
Author(s):  
Youngshik Kim ◽  
InHye Kim
Keyword(s):  
Psychological Safety ◽  
Mediating Effect ◽  
Relationship Conflict ◽  
Future Research ◽  
Mediation Effects ◽  
Team Cohesiveness ◽  
Individual Level ◽  
The Future ◽  
The Relationship

The purpose of this study was to investigate the effects of personality (openness, neuroticism) and leader consideration behavior on team cohesiveness. The present study tests the mediating effect of psychological safety in the relationship between personality (openness, neuroticism) and team cohesiveness. While openness and neuroticism were examined as individual-level variables, leader consideration behavior, relationship conflict, psychological safety, and team cohesiveness were analyzed in team-level. Sequential mediation effects of relationship conflict and psychological safety on the relationship between leader consideration behavior and team cohesiveness were also examined. Data were collected from a total of 35 teams comprised of 194 students using survey. The results showed that psychological safety mediated the relationship between neuroticism and team cohesiveness. However, the mediating effect of openness was not significant. Moreover, relationship conflict and psychological safety sequentially mediated the relationship between leader consideration behavior and team cohesiveness. Based on these results, implications, limitations of research, and suggestions for the future research are discussed.

scholarly journals Two-sided Effect of Empowering Leadership on Follower’s Job Stress

2020 ◽  
Vol 33 (4) ◽  
pp. 373-407
Author(s):  
Young Woo Sohn ◽  
Yun Jin Kang
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Self Efficacy ◽  
Role Theory ◽  
Mediating Effect ◽  
Future Research ◽  
Empowering Leadership ◽  
Mediation Effects ◽  
Felt Accountability ◽  
The Relationship

In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.

City Newcomers’ Adaptation to Urban Life, Personal Well-Being, and Social Support

2018 ◽  
Vol 46 (7) ◽  
pp. 1201-1214
Author(s):  
Tianqiong Xia ◽  
Yifu Wang ◽  
Qiyi Lin
Keyword(s):  
Social Support ◽  
Structural Equation ◽  
Well Being ◽  
Urban Life ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Mediation Effects ◽  
Social Support Scale ◽  
The Relationship

We evaluated the level of adaptation of city newcomers (CNs) to urban life in China, and their personal well-being, and explored the mediating effect of social support on the relationship between these variables. We used a 2-stage sampling method to recruit 314 participants who completed the Adaptation to Urban Life Scale, Social Support Scale, and Personal Well-Being Scale. Structural equation modeling was used to test full and partial mediation effects. Findings showed that there was a significant correlation between the extent of CNs’ positive adaptation to urban life and their personal well-being. In addition, social support was beneficial for CNs’ personal well-being, and partially mediated the relationship between CNs’ adaptation to urban life and personal well-being. In addition, the adaptation to urban life dimensions of employment prospects, living conditions, and urban environment predicted CNs’ personal well-being. Implications of the findings are discussed, along with directions for future research.

How can the silence be broken? Caring ethical climate and employee silence

2021 ◽  
Vol 49 (2) ◽  
pp. 1-12
Author(s):  
Huiqin Zhang ◽  
Wenyi Cao
Keyword(s):  
Ethical Climate ◽  
Negative Impact ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Future Research ◽  
Employee Silence ◽  
The Impact ◽  
The Relationship ◽  
Chinese Individual

Employee silence has been regarded as a significant factor related to many organizational outcomes; thus, breaking the silence has become a need for companies, and has attracted academic interest. We investigated the relationship between a caring ethical organizational climate and three dimensions of employee silence (i.e., acquiescent, defensive, and indifferent), as well as the mediating effect of psychological safety and the moderating effect of Chinese individual traditionality in this relationship. We conducted a survey with 568 employees of 50 Chinese companies. Our findings confirm that a caring ethical climate had a significant negative impact on all three dimensions of silence. Psychological safety mediated the relationship between caring ethical climate and both acquiescent and defensive employee silence, but its effect on the relationship between caring ethical climate and indifferent silence was nonsignificant. Chinese individual traditionality significantly moderated the impact of employees' psychological safety on all three of the silence dimensions. Implications of these results for future research and how managers of companies can break employees' silence are discussed.

Psychological capital and innovative behavior: Mediating effect of psychological safety

2019 ◽  
Vol 47 (9) ◽  
pp. 1-7 ◽  
Author(s):  
Yuping Sun ◽  
Jiatao Huang
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Psychological Capital ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
University Teachers ◽  
The Relationship

We examined psychological safety as a mediator of the relationship between psychological capital and innovative behavior. Survey data from 136 university teachers in China were analyzed using structural equation modeling. Results indicated that psychological safety partially mediated the relationship between psychological capital and innovative behavior. These findings suggest not only that it is important to consider psychological capital in understanding innovative behavior, but also that psychological safety plays an important role in the relationship. Limitations are discussed and directions for future research are suggested.

scholarly journals The Influence of the ROK Army Junior Leader’s Relationship Conflict and Fear of Negative Evaluation on Defensive Silence

2017 ◽  
Vol 30 (2) ◽  
pp. 123-146
Author(s):  
JungIn Lim ◽  
YoungWoo Sohn
Keyword(s):  
Moderating Effect ◽  
Mediating Effect ◽  
Negative Evaluation ◽  
Fear Of Negative Evaluation ◽  
Relationship Conflict ◽  
Hierarchical Regression ◽  
Future Research ◽  
Future Research Directions ◽  
Collective Self Esteem ◽  
The Relationship

The primary purpose of this study was to investigate the influence of ROK Army junior leader’s relationship conflict and fear of negative evaluation (FNE) on defensive silence and to specifically examine the mediating effect of FNE on the relationship between relationship conflict and defensive silence. The secondary purpose of this study was to identify the moderating effect of collective self-esteem (CSE) on the relationship between FNE and defensive silence and the moderated mediating effect of CSE on the conditional direct effect of FNE. A total of 202 ROK Army junior leaders participated in this survey and we measured relationship conflict, FNE, defensive silence, and CSE. Using IBM SPSS 21.0 program, results of hierarchical regression analyses showed that relationship conflict was positively related to FNE and FNE was positively related to defensive silence. FNE partially mediated the relationship between relationship conflict and defensive silence. Also, the moderating effect of CSE on the relationship between FNE and defensive silence was significant, suggesting that the relationship between FNE and defensive silence was stronger when CSE was low than high. Additionally, the moderated mediating effect was significant, suggesting that CSE moderated the mediating effect of FNE on the relationship between relationship conflict and defensive silence. Lastly, the results, implications, limitations, and future research directions of this study were discussed.

scholarly journals The mediating effect of family-work enrichment in the influence of community embeddedness on turnover intention and work engagement

2018 ◽  
Vol 31 (2) ◽  
pp. 555-581
Author(s):  
HoKyoung Sung ◽  
TaeYong Yoo
Keyword(s):  
Survey Data ◽  
Work Engagement ◽  
Turnover Intention ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Future Research ◽  
Family Work ◽  
Community Embeddedness ◽  
The Future ◽  
The Relationship

The purpose of this study was to examine the effect of community embeddedness, which is one of the subfactor of job embeddedness, on turnover intention and work engagement. Specifically, this study investigated the influence of community embeddedness on turnover intention and work engagement, and the mediating effect of family-work enrichment in these relationships. Self-reported survey data were obtained from 276 employees from various organizations in Korea. The results showed that community embeddedness and family-work enrichment were negatively related with turnover intention and positively related with work engagement. And community embeddedness was positively related with family-work enrichment. Finally, the relationship between community embeddedness and turnover intention, and the relationship between community embeddedness and work engagement were partially mediated by family-work enrichment. Implications, limitations of this study, and suggestions for the future research were discussed on the basis of the results.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

The Mediating Effect of English Self-efficacy on the Relationships between Motivation to Learn, Intention to Share Knowledge, and Job Performance Among Military Personnel

2021 ◽  
Vol 7 (2) ◽  
pp. 228
Author(s):  
Siti Haizam Mohd Zin ◽  
Mohammad Nazri
Keyword(s):  
Job Performance ◽  
Military Personnel ◽  
Self Efficacy ◽  
Military Training ◽  
Armed Forces ◽  
Mediating Effect ◽  
Future Research ◽  
Positive Interactions ◽  
Motivation To Learn ◽  
The Relationship

Extensive research on the relationship between employees' use of English in the workplace and their job performance has revealed that the use of English at work leads to increased job performance and positive interactions among staff. In relation to this, a good command of English among military staff, especially officers, is of great importance to the Armed Forces, as military personnel often serve abroad and need to be proficient in communicating their instructions and orders to a foreign team. Previous research has also shown that self-efficacy is a significant predictor of job performance; however, the role of self-efficacy in learning English language skills has not been widely explored as mediator in the relationship between motivation to learn, intention to share knowledge, and job performance. Therefore, this paper aims to develop a conceptual framework that can be used to improve the understanding of English self-efficacy and its relationship with employees’ motivation to learn, intention to share knowledge, and capability to complete a given task. This framework informs and guides future research that will test the hypothesized relationships. The findings would assist the English Department of the Education Directorate of the Malaysian Armed Forces to design or revise military training syllabi and approaches.

Attitude: mediator of subjective norm, religiosity and intention to adopt Islamic banking

2019 ◽  
Vol 11 (1) ◽  
pp. 81-96 ◽  
Author(s):  
Juma Bananuka ◽  
Musa Kasera ◽  
Grace Muganga Najjemba ◽  
Doreen Musimenta ◽  
Bob Ssekiziyivu ◽  
...  
Keyword(s):  
Methodological Approach ◽  
Subjective Norm ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Future Research ◽  
Islamic Banking ◽  
Content Type ◽  
Intention To Adopt ◽  
The Relationship ◽  
Secular State

Purpose The purpose of this paper is to report on the results of a study carried out to examine the mediating effect of attitude in the relationship between subjective norm, religiosity and intention to adopt Islamic banking in a developing secular state like Uganda. Design/methodology/approach This study’ research design was cross sectional. Closed ended questionnaires were distributed to 258 managers of micro businesses in Uganda. Data were analyzed with the help of SPSS v22 and MedGraph program (Excel version). Findings Attitude is a significant mediator in the relationship between subjective norm and intention to adopt Islamic banking. Also, attitude significantly mediates the relationship between religiosity and intention to adopt Islamic banking. Research limitations/implications The study used only a single research methodological approach; therefore, future research could be undertaken using a mixed-methods approach. Practical implications Emphasis should be put on improving the mindsets of Ugandans toward Islamic banking. Originality/value While there has been a number of studies on Islamic banking, this study provides an initial empirical evidence on the mediation effect of attitude in the relationship between subjective norm, religiosity and intention to adopt Islamic banking in a single study in an African developing secular state like Uganda.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

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