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.

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.

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 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.

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.

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.

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.

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 relationship between job stress, job satisfaction, and turnover intention in childcare teachers: a conditional direct and indirect effect of gratitude

2021 ◽  
Vol 53 (5) ◽  
pp. 415-428
Author(s):  
Chang Seek Lee ◽  
◽  
Yeoun Kyoung Hwang ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Daycare Centers ◽  
Conditional Effect ◽  
The Relationship

Introduction. In Korea, 25.7% of all teachers at daycare centers resigned in 2018. Turnover of childcare teachers leads to decreased quality of childcare services, so this issue merits academic interest and government measures. The purpose of this study was to examine the conditional direct and indirect effects of gratitude in relation to job stress, job satisfaction, and turnover intention of childcare teachers so that countermeasures can be prepared to reduce turnover intention. Study participants and methods. The participants of the survey were childcare teachers working in daycare centers in Korea, and regarding age, the majority were in their 40s (49.1%), followed in order by those in their 30s or younger (38.6%) and those in their 50s or older (12.3%). In terms of the marital statuses of the participants, 78.6% were married, while in terms of education, college graduates accounted for the largest group at 61.8%. The data were analyzed using SPSS Win. 25 and the PROCESS macro 3.5. The following statistical techniques were applied: descriptive statistical analysis, reliability analysis, mean comparison analysis, and moderated mediation effect analysis. The bootstrap method was used to analyze the moderated mediation effects, and bootstrapping was assigned as 5,000 samples and a 95% confidence interval, and the independent variables, mediating variables, and moderating variables were averaged. Results. First, Pearson's correlation analysis indicated that there was a significant correlation between job stress, job satisfaction, gratitude, and turnover intention. Turnover intention and job satisfaction showed the highest negative correlation coefficient (r=-.528, p<.01). Second, job satisfaction mediated the link between job stress and turnover intention. Third, the conditional effect of gratitude on the link between job stress and turnover intention was significant when gratitude was low and average, and the effect of job stress decreased when gratitude increased. Fourth, the conditional effect of gratitude on the link between job satisfaction and turnover was significant when gratitude was low, average, and high, and the effect of job satisfaction decreased when gratitude increased. Fifth, the conditional indirect effect of job stress → job satisfaction → turnover intention was significant when gratitude was low (M-1SD), average (M), and high (M+1SD). Altogether, the results verified the moderated mediation effect of gratitude. Practical significance. This study examined the mediating effect of job satisfaction and the moderating effect of gratitude in the relationship between job stress and turnover intention. This study provides basic data that can be used for program development as well as the creation of policies that can reduce turnover intention in childcare settings.

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