Moderated Mediation of Organizational Culture in the Relationship between Job Demand, Negative Spillover of Work, and Job Burnout: Comparison of Railway Driver and Traffic Controller

2021 ◽  
Vol 9 (2) ◽  
pp. 929-945
Author(s):  
Soo Bum Park ◽  
Si Gon Kim
Keyword(s):  
Organizational Culture ◽  
Moderated Mediation ◽  
Job Burnout ◽  
Job Demand ◽  
The Relationship ◽  
Negative Spillover

Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior

2016 ◽  
Vol 7 (2) ◽  
pp. 64-81 ◽  
Author(s):  
Mingzheng Wu ◽  
Xiaoling Sun ◽  
Delin Zhang ◽  
Ci Wang
Keyword(s):  
Organizational Justice ◽  
Moral Identity ◽  
Moderated Mediation ◽  
Job Burnout ◽  
Mediating Effect ◽  
Work Behavior ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. Design/methodology/approach A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. Findings Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. Research limitations/implications The findings highlight the self-regulatory function of moral identity in preventing CWB. Practical implications The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. Originality/value The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.

scholarly journals Exploring the Associations between Perceived Organizational Support and Job Burnout among Chinese Academic Journal Editors: A Moderated Mediation Model

2021 ◽  
Vol 18 (22) ◽  
pp. 12167
Author(s):  
Xiaoyan Yu ◽  
Shiyong Wu ◽  
Wei Chen ◽  
Wen Zheng ◽  
Mingxi Huang ◽  
...  
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Moderated Mediation ◽  
Job Burnout ◽  
Mediation Model ◽  
Academic Journal ◽  
Targeted Interventions ◽  
Journal Editors ◽  
Moderated Mediation Model ◽  
The Relationship

Background: Job burnout (JB) has become a prevalent emotional and psychological syndrome across diverse contexts, especially in the face of the COVID-19 pandemic. This study aimed to examine the relationship between perceived organizational support (POS), job satisfaction (JS), self-efficacy (SE), and JB, alongside their mechanism of interplay. Methods: We took 210 Chinese academic journal editors as the research participants and designed a moderated mediation model to examine the posited construct. All the data were gathered online and analyzed with the statistical software SPSS and SmartPLS. Results: The participants comprised 117 women (55.71%) and 93 men (44.29%). There were significant differences among observed variables in age, experience, and title. POS had a significant negative predictive effect on JB (95% CI = −0.43; −0.06). JS mediated the relationship between POS and JB (95% CI = −0.48; −0.11). SE moderated the association between JS and JB (95% CI = 0.04; 0.75) but did not function as a moderator in the relationship between POS and JS (95% CI = −0.01; 0.24). Conclusions: POS, JS, and SE were crucial determinants of JB among Chinese academic journal editors. Targeted interventions should be initiated to diminish editors’ feelings of being unappreciated, inefficient, dissatisfied, and unaccomplished at work.

scholarly journals The Relationship between Hofstede Organizational Culture and Employees Job Burnout in Hospitals of Tehran University of Medical Sciences 2014-2015

2016 ◽  
Vol 28 (1) ◽  
pp. 26 ◽  
Author(s):  
Fereshteh Farzianpour ◽  
Mahya Abbasi ◽  
Abbas Foruoshani ◽  
Ebrahim Pooyan
Keyword(s):  
Organizational Culture ◽  
Job Burnout ◽  
Medical Sciences ◽  
The Relationship
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