scholarly journals Do Deterrence Mechanisms Reduce Cyberloafing When It Is an Observed Workplace Norm? A Moderated Mediation Model

2021 ◽  
Vol 18 (13) ◽  
pp. 6751
Author(s):  
Mengmeng Song ◽  
Joseph Ugrin ◽  
Man Li ◽  
Jinnan Wu ◽  
Shanshan Guo ◽  
...  
Keyword(s):  
Indirect Effect ◽  
Social Learning Theory ◽  
Learning Effect ◽  
Mediation Model ◽  
Chinese Enterprises ◽  
General Deterrence ◽  
Perceived Norms ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Despite the documented individual, job, and organizational antecedents of cyberloafing at the workplace, few studies have addressed whether, how and when group factors affect employees’ cyberloafing behaviors. Drawing on social learning theory and general deterrence theory, the purpose of this study is to test if observability of coworkers’ cyberloafing behavior affects employees’ perceptions of norms related to cyberloafing and subsequent cyberloafing behaviors and to test if sanctions can play a role in buffering these effects. An investigation of 335 employees working at Chinese enterprises establishes that observing others engaging in cyberloafing influences the employees’ perceived norms and cyberloafing behaviors and that employees’ perceived norms related to cyberloafing play a partial mediating role in the relationship between observability and employees’ cyberloafing. As predicted, we also found that perceived certainty and severity of potential sanctions for cyberloafing moderate the effect of observability on employees’ cyberloafing as well as the indirect effect of observability on employees’ cyberloafing via perceived norms related to cyberloafing. This study enriched the cyberloafing literature by revealing how observability of cyberloafing influences employees’ cyberloafing and by unveiling two boundary conditions under which the cyberloafing learning effect can be buffered.

Perceived value and willingness to consume in online mobile games

2021 ◽  
Vol 49 (5) ◽  
pp. 1-10
Author(s):  
Boyuan Wu ◽  
Kwan Andrizal
Keyword(s):  
Undergraduate Students ◽  
Indirect Effect ◽  
Perceived Value ◽  
Intention To Use ◽  
Mediation Model ◽  
Mobile Games ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Analyze Data

We investigated the relationship between perceived value of virtual goods and willingness to consume virtual goods in online mobile games, and examined the roles of gamers' intention to use virtual goods and extraversion in this relationship. We constructed a moderated mediation model to analyze data from 894 undergraduate students in China. Perceived value was positively correlated with willingness to consume, and intention to use played a mediating role in this relationship; further, the indirect effect of intention to use was moderated by extraversion, with a weaker effect occurring for lower extraversion. Thus, perceived value positively predicted intention to use, which increased willingness to consume, and extraversion enhanced the influence of perceived value on intention to use.

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.

The Relationship Between Narcissism and Taking Charge: The Role of Energy at Work and Hierarchical Level

2018 ◽  
Vol 123 (2) ◽  
pp. 472-487 ◽  
Author(s):  
Kong Zhou ◽  
Wenxing Liu ◽  
Mingze Li ◽  
Zhihui Cheng ◽  
Xiaofei Hu
Keyword(s):  
Indirect Effect ◽  
Hierarchical Level ◽  
Mediation Model ◽  
Managerial Practices ◽  
Moderated Mediation Model ◽  
Narcissistic Personality ◽  
Human Energy ◽  
Taking Charge ◽  
The Relationship

Drawing on the framework of human energy in organizations, this study proposed a moderated mediation model between narcissism and taking charge, as well as the role of energy at work and the employee’s hierarchy within organizations. A sample of 312 employees at one Chinese manufacturing company suggested that employees with narcissistic personality are more apt to exhibit taking charge at work via their energy at work. In addition, the results also indicated that employees’ hierarchical level within organization reinforced the indirect effect of energy at work between narcissism and taking charge. These findings have important implications for narcissism research and managerial practices.

Leader-member exchange differentiation and team creativity

2015 ◽  
Vol 36 (7) ◽  
pp. 798-815 ◽  
Author(s):  
Hongdan Zhao
Keyword(s):  
Moderated Mediation ◽  
Relationship Conflict ◽  
Mediation Model ◽  
Team Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
The Relationship

Purpose – The purpose of this paper is to examine the effect of leader-member exchange (LMX) differentiation on team creativity by developing a moderated mediation model. The model focuses on the mediating role of relationship conflict in linking LMX differentiation with team creativity and the moderating role of team-member exchange (TMX) median in influencing the mediation. Design/methodology/approach – The authors tested the model with a time-lagged field survey data from 358 employees and 98 supervisors belonging to 98 teams in a large diversified company with more than 15,000 employees, based in Shanghai, Southeastern China. In the first stage (T1), employees assessed LMX, TMX, relationship conflict, and control variables. In the second stage (T2), the leaders were asked to report team creativity. Findings – Results indicated that the relationship between LMX differentiation and team creativity was mediated by relationship conflict. Moderated mediation analyses further revealed that relationship conflict mediated the relationship between LMX differentiation and team creativity for only those teams with low-TMX median. Research limitations/implications – Testing the moderated mediation model helps to advance our theoretical understanding of the intervening processes that underlie the effect of LMX differentiation on team creativity. The findings may also help Chinese managers to inform the importance of helping subordinates better adapt to LMX differentiation, reducing relationship conflict, and constructing high-quality TMX relationships within groups, in order to promote team creativity. Originality/value – This empirical study provides preliminary evidence of the mediating role of relationship conflict in the negative relationship between LMX differentiation and team creativity. The moderated mediation model also extends the existing finding by showing that not only the quality of social exchange relationships with a supervisor (i.e. LMX) but also with team members (i.e. TMX), can moderate the impact of LMX differentiation on team outcomes.

A moderated mediation model of the relationship between organizational justice and turnover intention

2019 ◽  
Vol 27 (4) ◽  
pp. 1073-1092 ◽  
Author(s):  
Emre Burak Ekmekcioglu ◽  
Enver Aydogan
Keyword(s):  
Organizational Justice ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Mediation Model ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.

Innovation in safety management: A moderated mediation model

2019 ◽  
Vol 47 (9) ◽  
pp. 1-14
Author(s):  
Guan Wang ◽  
Xiaohu Zhou
Keyword(s):  
High Risk ◽  
Safety Climate ◽  
Safety Management ◽  
Safety Performance ◽  
Mediation Model ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
And Performance ◽  
The Relationship ◽  
Innovation Behavior

We developed and tested a model linking safety innovation intention with safety innovation behavior and safety performance. Participants were 407 employees of blasting, chemical, mining, and other high-risk industries in China. The results indicated that safety innovation intention was positively associated with safety performance, and safety innovation behavior played a partial mediating role in this relationship. In addition, safety climate moderated the relationship between safety innovation intention and safety innovation behavior, which mediated the interaction of safety climate and safety innovation behavior in predicting safety performance. The results support the importance of the effect of organizations' subjective intention and climate on their innovation behavior and performance in the safety domain.

Supervisor humor and employee job performance: A moderated mediation model of work enjoyment and suspicion of the supervisor

2020 ◽  
Vol 33 (4) ◽  
pp. 603-623
Author(s):  
Panagiotis Gkorezis
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Outcomes ◽  
Positive Role ◽  
Work Enjoyment ◽  
Moderated Mediation Model ◽  
The Relationship

AbstractSupervisor humor has been shown to be related to various employee outcomes. In this vein, prior research has demonstrated the positive role of supervisor humor in increasing employee job performance. However, little is known about the mediating and moderating mechanisms that explain this relationship. Addressing this gap, the present study develops and tests a moderated mediation model by highlighting work enjoyment as a mediator and suspicion about the supervisor as a moderator. Results from a sample of 190 employees working in a large retail organization showed that work enjoyment mediates the relationship between supervisor humor and subordinates’ job performance and, further, that this indirect effect is dependent upon suspicion of the supervisor.

scholarly journals Marital status and suicidal ideation among Australian older adults: the mediating role of sense of belonging – CORRIGENDUM

2014 ◽  
Vol 27 (1) ◽  
pp. 155-155 ◽  
Author(s):  
Suzanne McLaren ◽  
Rapson Gomez ◽  
Peter Gill ◽  
Jessica Chesler
Keyword(s):  
Older Adults ◽  
Suicidal Ideation ◽  
Marital Status ◽  
Direct Effect ◽  
Indirect Effect ◽  
Sense Of Belonging ◽  
Mediation Model ◽  
Mediating Role ◽  
Moderated Mediation Model

The authors regret errors in the reporting of the confidence intervals in the Results section. In relation to the first simple mediation model, the sentence “In this analysis, the β (95% CI) values of the direct effect and indirect effect of marital status on sense of belonging were 1.32 (−2.70, −0.05) and 0.72 (−1.43, −0.01), respectively.” Should read: “In this analysis, the β (95% CI) values of the direct effect and indirect effect of marital status on sense of belonging were 1.32 (−2.70, 0.05) and 0.72 (−1.43, 0.01), respectively.” In relation to the hypothesized mediation model, the sentence “The β (95% CI) values of the direct effect and indirect effect of marital status on suicidal ideation were 0.19 (−0.06, −0.43) and 0.22 (0.11, −0.35), respectively” should read: “The β (95% CI) values of the direct effect and indirect effect of marital status on suicidal ideation were 0.19 (−0.06, 0.43) and 0.22 (0.11, 0.35), respectively.” In relation to the moderated mediation model, the text “The relation between marital status and sense of belonging was significant for men as its bootstrapped 95% CI did not include zero (0.20, −0.67). In contrast, this relation was not significant for women as its bootstrapped 95% CI included zero (−0.03, −0.25)” should read: “The relation between marital status and sense of belonging was significant for men as its bootstrapped 95% CI did not include zero (0.20, 0.67). In contrast, this relation was not significant for women as its bootstrapped 95% CI included zero (−0.03, 0.25).”

scholarly journals Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402110041
Author(s):  
Po-Chien Chang ◽  
Honglei Rui ◽  
Ting Wu
Keyword(s):  
Indirect Effect ◽  
Career Commitment ◽  
Mediating Effect ◽  
Job Crafting ◽  
High Tech ◽  
Job Autonomy ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Practical Implications

This study aims to examine the mediating effect of job crafting on the relationship between job autonomy and career commitment, as well as the moderating effect sense of calling has on job crafting and career commitment. The data for this three-wave study were collected from 350 R&D engineers at 25 high-tech companies in Guangdong Province, China. The PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results revealed that (a) job crafting mediates the positive relationship between job autonomy and career commitment and (b) sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting, such that the indirect effect is stronger in people with higher sense of calling than those with lower sense of calling. Theoretical and practical implications of the findings are discussed.

A moderated mediation model for the relationship between inclusive leadership and job embeddedness

2020 ◽  
Vol 35 (3/4) ◽  
pp. 191-210
Author(s):  
Mervat Mohamed Elsaied
Keyword(s):  
Organizational Identification ◽  
Moderated Mediation ◽  
Job Embeddedness ◽  
Hierarchical Regression ◽  
Mediation Model ◽  
Inclusive Leadership ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeThis study aimed to examine the effect of inclusive leadership (IL) on job embeddedness (JE) by developing a moderated mediation model. The model focuses on the mediating role of the organizational identification (OID) that underpins the relationship between IL and JE, as well as the moderating influence of person–supervisor fit (P–S fit) on the mediation.Design/methodology/approachData were collected from 364 employees working in 25 five-star hotels in Hurghada, Egypt. Statistical methods such as hierarchical regression, correlation analysis and a bootstrapping test were used to analyze the data.FindingsThe results indicated that OID fully mediated the positive relationship between IL and JE. It also found that P–S fit moderated the mediated relationship between IL and JE via OID. This resulted in the mediated relationship becoming stronger for employees who perceive higher P–S fit rather than who perceive lower P–S fit with their leaders.Originality/valueThis study is the first to consider the effect of OID (a mediator) on the relationship between IL and JE. It also extends our understanding of the mechanism linking IL and JE by testing the mediating influence of OID and the moderating influence of P–S fit.

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