scholarly journals Role Stress and Prosocial Service Behavior of Hotel Employees: A Moderated Mediation Model of Job Satisfaction and Social Support

2021 ◽  
Vol 12 ◽  
Author(s):  
Yixing Jin ◽  
Lin Cheng ◽  
Ying Li ◽  
Yingda Wang
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Moderated Mediation ◽  
Role Stress ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Hotel Employees ◽  
Moderated Mediation Model ◽  
Service Behavior ◽  
The Relationship

Hotel employees’ positive behavior is prone to increase customer satisfaction, and thus, exploring the influencing mechanism of role stress on prosocial service behavior is critical to relieving their stress and improving service quality and hotel performance. This study aims to develop and test a moderated mediation model that links hotel employees’ role stress to prosocial service behavior. Based on the conservation of resources theory and job demands-resources model, this study suggests that the effect of role stress on prosocial service behavior is mediated by the level of job satisfaction, whereas the relationship between role stress and job satisfaction is moderated by social support. Data from 256 hotel employees in China largely support the hypotheses that role stress reduces job satisfaction, and that job dissatisfaction is related to low levels of prosocial service behavior. The data also show that job satisfaction partly mediates the relationship between role stress and prosocial service behavior, and social support weakens the relationship between role stress and job satisfaction. The results can help us understand the role of organization-level resources in the workplace and how role stress and job satisfaction affect prosocial service behavior.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Shahin Alam ◽  
DuckJung Shin
Keyword(s):  
Job Satisfaction ◽  
Social Identity Theory ◽  
Cognitive Theory ◽  
Diversity Management ◽  
Moderated Mediation ◽  
Openness To Experience ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeThis study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.Design/methodology/approachBuilding upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.FindingsThis study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.Practical implicationsThe results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.Originality/valueThis study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

scholarly journals The relationship between person-organization fit and job satisfaction

2016 ◽  
Vol 31 (5) ◽  
pp. 946-959 ◽  
Author(s):  
Pei Chen ◽  
Paul Sparrow ◽  
Cary Cooper
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Self Report ◽  
Real Problem ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose – Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model. Design/methodology/approach – Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated. Findings – The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported. Research limitations/implications – The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results. Practical implications – The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing. Originality/value – No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

scholarly journals The Inhibitory Effect of Perceived Organizational Politics on Employee Voice Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Qin Liu ◽  
Hao Zhou ◽  
Xinyi Sheng
Keyword(s):  
Organizational Politics ◽  
Moderated Mediation ◽  
Employee Voice ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Organizational Embeddedness ◽  
The Relationship ◽  
Prohibitive Voice

Research on the mediating mechanisms and boundary conditions of perceived organizational politics’ (POP) effect on employee voice is underdeveloped. Based on conservation of resources theory, we proposed a moderated mediation model in which organizational embeddedness acts as a mediator to explain why POP inhibits promotive and prohibitive voice. Additionally, we posited sense of impact as a boundary condition affecting this relationship. A time-lagged survey of 227 employed MBA students from a university in southwestern China revealed that organizational embeddedness mediates the relationship between POP and promotive and prohibitive voice, and sense of impact moderates the relationship between POP and promotive voice, such that the relationship is stronger when sense of impact is weaker. The moderating effect was not significant for prohibitive voice. These findings have implications for theory, practice, and further organizational research.

Solidarity, job satisfaction, and turnover intent in employees

2019 ◽  
Vol 12 (4) ◽  
pp. 247-257
Author(s):  
Miyuki Matsumoto ◽  
Baiju Gopal
Keyword(s):  
Job Satisfaction ◽  
General Social Survey ◽  
Moderated Mediation ◽  
Mediation Process ◽  
Mediation Model ◽  
Intent To Turnover ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Study Results ◽  
The Relationship

Purpose While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees’ length of working overtime or working long hours. Design/methodology/approach The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime.

Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model

2017 ◽  
Vol 47 (3) ◽  
pp. 249-265 ◽  
Author(s):  
Paola Spagnoli
Keyword(s):  
Job Satisfaction ◽  
Organizational Socialization ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Career Growth ◽  
And Performance ◽  
The Relationship

The current study aimed at examining a moderated mediation model based on the theoretical framework of organizational socialization. In particular, the mediating effect of organizational career growth (OCG) in the relationship between organizational socialization learning and work outcomes (job satisfaction and performance) was assessed through a multigroup approach on an overall sample of 474 Italian employees. Specifically, structural equation modeling through the bootstrap method was used to test the mediation hypotheses on three dichotomous moderating variables: gender (men/women), parenthood (parents/not parents), and tenure (newcomers/expert employees). Results showed a moderated mediation effect (total mediation) of OCG in the relationship between organizational socialization learning and performance and a mediation effect of OCG in the relationship between organizational socialization learning and job satisfaction. Results are discussed on the light of the original contribution provided, as well as limitations, suggestions for further research and practical implications.

scholarly journals The Role of Filial Piety in the Relationships between Work Stress, Job Satisfaction, and Turnover Intention: A Moderated Mediation Model

2021 ◽  
Vol 18 (2) ◽  
pp. 714
Author(s):  
Jianfeng Li ◽  
Hongping Liu ◽  
Beatrice van der Heijden ◽  
Zhiwen Guo
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Filial Piety ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Manufacturing Industries ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Relationship

In China, filial piety, which usually refers to showing respect and obedience to parents, has exerted an important effect in the relationship between work stress and turnover intention. However, the mechanism behind this effect is still unclear. To address this gap in the existing literature, we developed and tested a moderated mediation model of the relationship that work stress shares with job satisfaction and turnover intention. In accordance with the dual filial piety model and the stress-moderation model, our hypothesized model predicted that the mediating effect of job satisfaction on the relationship between work stress and turnover intention would be moderated by reciprocal filial piety (RFP) and authoritarian filial piety (AFP). The analytic results of data that were obtained from 506 employees of manufacturing industries in China supported this model. Specifically, RFP and AFP, as a contextualized personality construct, positively moderated the direct relationship between work stress and turnover intention as well as the corresponding indirect effect through job satisfaction. In particular, RFP and AFP strengthened the positive effect of work stress on turnover intention. Based on these findings, recommendations to help employees fulfill their filial duties and reduce the effect of work stress on turnover intention among employees of Chinese manufacturing industries are delineated.

Sign in / Sign up

Export Citation Format

Share Document