scholarly journals Relative Deprivation and Game Addiction in Left-Behind Children: A Moderated Mediation

2021 ◽  
Vol 12 ◽  
Author(s):  
Banglin Yang ◽  
Ge Cai ◽  
Cancan Xiong ◽  
Jin Huang
Keyword(s):  
Relative Deprivation ◽  
Positive Association ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Deviant Peer Affiliation ◽  
Peer Affiliation ◽  
Left Behind ◽  
Moderated Mediation Model ◽  
Game Addiction ◽  
The Relationship

Previous findings show that relative deprivation has a profound influence on game addiction, but the potential mediating and moderating mechanisms are unclear, especially for left-behind children. The present study therefore examined the relationship between relative deprivation and game addiction, the mediating effect of deviant peer affiliation, and the moderating effect of beliefs about adversity in a sample of left-behind children. A total of 952 left-behind children (mean age = 13.67 years, SD = 1.34) participated in this study. The participants anonymously completed a battery of questionnaires, including the Relative Deprivation Scale, the Deviant Peer Affiliation Scale, the Beliefs about Adversity Scale, the Game Addiction Scale, and demographic variables. After controlling for gender, left-behind category, and socioeconomic status, the moderated mediation model showed that (a) relative deprivation significantly and positively predicted game addiction in left-behind children; (b) The mediation analysis showed that the positive association between relative deprivation and game addiction in left-behind children was mediated by deviant peer affiliation; (c) Beliefs about adversity moderated the association between relative deprivation and deviant peer affiliation and were weaker for left-behind children with higher levels of beliefs about adversity, consistent with the risk-buffering model, but the relationship between relative deprivation and game addiction was stronger for left-behind children with higher levels of beliefs about adversity, consistent with the reverse risk-buffering model. These findings have crucial implications for the prevention and intervention of game addiction in left-behind children.

Ethical leadership, frustration, and humor: a moderated-mediation model

2018 ◽  
Vol 39 (5) ◽  
pp. 665-678 ◽  
Author(s):  
Matthew Valle ◽  
Micki Kacmar ◽  
Martha Andrews
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Positive Mood ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Surface Acting ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.

Cumulative risk and problem behaviors among Chinese left-behind children: A moderated mediation model

2019 ◽  
Vol 40 (3) ◽  
pp. 309-328 ◽  
Author(s):  
Huijie Lei ◽  
Qinghua Zhang ◽  
Xiying Li ◽  
Hang Yang ◽  
Weiping Du ◽  
...  
Keyword(s):  
Problem Behaviors ◽  
Effortful Control ◽  
Ecological Model ◽  
Cumulative Risk ◽  
Deviant Peer Affiliation ◽  
Peer Affiliation ◽  
Delinquent Behaviors ◽  
Left Behind ◽  
Moderated Mediation Model ◽  
Demographic Covariates

The problem behaviors exhibited by left-behind children occur within multiple contexts, and are influenced by cumulative risk, including family, peer, and school characteristics; however, little is known about the mediating and moderating mechanisms underlying the relationship between such problem behaviors and cumulative risk. A total of 1,313 Chinese left-behind children were recruited to complete anonymous questionnaires measuring cumulative risk, deviant peer affiliation, effortful control, and delinquent behavior. After controlling demographic covariates, cumulative risk is positively associated with problem behaviors. Furthermore, deviant peer affiliation was found to partially mediate the association between cumulative risk and problem behaviors. Both the direct association between cumulative risk and delinquent behaviors and the indirect effect of deviant peer affiliation were moderated by effortful control, specifically; the effects were stronger for left-behind children with low levels of effortful control. These results highlight the significance of the cumulative ecological model for understanding and developing intervention programs to reduce left-behind children's problem behaviors.

scholarly journals Life History Strategy and Overeating During COVID-19 Pandemic: a Moderated Mediation Model of Sense of Control and Coronavirus Stress

2021 ◽  
Author(s):  
Baojuan Ye ◽  
Ruining Wang ◽  
Mingfan Liu ◽  
Xinqiang Wang ◽  
Qiang Yang
Keyword(s):  
College Students ◽  
Life History ◽  
Life History Strategy ◽  
Empirical Support ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Sense Of Control ◽  
Chinese College Students ◽  
Moderated Mediation Model ◽  
The Relationship

Abstract Background: This study examined the mediating effect of sense of control and the moderating effect of coronavirus stress on the relationship between life history strategy and overeating among Chinese college students during the COVID-19 period. Methods: Thirty-three hundred and ten Chinese students (Mage = 19.74, SD = 1.50; 47% males) completed self-reported questionnaires regarding life history strategy, sense of control, overeating, and coronavirus stress. The data were analyzed using Pearson’s r correlations and moderated mediation analysis. Results: The results revealed that control sense mediated the link between life history strategy and college students’ overeating. College students’ coronavirus stress moderated the associations between life history strategy and college students’ sense of control and between control sense and overeating. The association between life history strategy and sense of control was stronger for those with lower coronavirus stress, and the association between sense of control and overeating was stronger for those with lower coronavirus stress. Conclusions: This study identified the critical factors associated with overeating; it supplies empirical support for existing theories and provides practical implications for interventions aiming to decrease Chinese college students’ overeating during COVID-19 period.

scholarly journals Impact of Compassion on Voice Behavior: A Moderated Mediation Model

2020 ◽  
Vol 6 (4) ◽  
pp. 148
Author(s):  
Asma Nisar ◽  
Ghulam Abid ◽  
Natasha Saman Elahi ◽  
Muhammad Ahsan Athar ◽  
Saira Farooqi
Keyword(s):  
Affective Commitment ◽  
Study Finding ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Employee Voice ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Managerial Support ◽  
The Relationship

Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

Ethical leadership and employee unethical pro-organizational behavior: a moderated mediation model of moral disengagement and coworker ethical behavior

2020 ◽  
Vol 41 (6) ◽  
pp. 799-812
Author(s):  
Hui-Hsien Hsieh ◽  
Hao-Hsin Hsu ◽  
Kuo-Yang Kao ◽  
Chih-Chieh Wang
Keyword(s):  
Organizational Behavior ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Moral Disengagement ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Ethical Work ◽  
The Relationship

PurposeThe purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect.Design/methodology/approachData were collected from 251 employee–coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses.FindingsThe results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement–UPB relationship and the ethical leadership–moral disengagement–UPB relationship become weaker when coworker ethical behavior is high.Practical implicationsThe results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement.Originality/valueThis study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.

Linking empowerment, engagement, communication and organizational health: Moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anupama Singh
Keyword(s):  
Organizational Communication ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Organizational Health ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement. Design/methodology/approach Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used. Findings Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger. Originality/value This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

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.

Sign in / Sign up

Export Citation Format

Share Document