scholarly journals Do Menopausal Symptoms Affect the Relationship between Job Demands, Work Ability, and Exhaustion? Testing a Moderated Mediation Model through the Lens of Conservation of Resources Theory

2021 ◽  
Vol 18 (19) ◽  
pp. 10029
Author(s):  
Sara Viotti ◽  
Gloria Guidetti ◽  
Ilaria Sottimano ◽  
Lucia Travierso ◽  
Mara Martini ◽  
...  
Keyword(s):  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Moderated Mediation ◽  
Menopausal Symptoms ◽  
Self Report ◽  
Conservation Of Resources ◽  
Moderated Mediation Model ◽  
Menopausal Women ◽  
The Relationship

(1) Background: The increasing presence of employed women undergoing menopause has stimulated a growing corpus of research highlighting the complex relationship between menopause and work. Nevertheless, little is known regarding the mechanism by which menopause affects work ability and work-related well-being. In order to fill this gap in the literature, the present study examines whether and how menopausal symptoms affect the relationship between job demands, work ability, and exhaustion. (2) Method: In total, 1069 menopausal women, employed as administrative officers in a public organization, filled out a self-report questionnaire. A moderated mediation analysis was carried out using the latent moderated structural (LMS) equation. (3) Findings: The findings of this analysis indicate that the indirect effect of work ability on the relationship between job demands and exhaustion is influenced by the exacerbating effect of menopausal symptoms on the relationship between job demands and work ability. Moreover, the conditional effect confirmed that women with high menopausal symptoms receive more exposure to the negative effects of job demands on work ability compared to women with low menopausal symptoms. (4) Conclusion: The present findings may help in addressing interventions to prevent negative outcomes for menopausal women and their organizations.

scholarly journals The relationship between menopausal symptoms and burnout. A cross-sectional study among nurses

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Daniela Converso ◽  
Sara Viotti ◽  
Ilaria Sottimano ◽  
Barbara Loera ◽  
Giorgia Molinengo ◽  
...  
Keyword(s):  
Well Being ◽  
Cross Sectional Study ◽  
Menopausal Symptoms ◽  
Self Report ◽  
Personal Resources ◽  
Cross Sectional ◽  
Test Study ◽  
Menopausal Women ◽  
The Individual ◽  
The Relationship

Abstract Background Despite the growing presence of menopausal women in workplaces, studies aimed at exploring the link between menopausal symptoms and job well-being are scarce. In the interest of addressing this gap, the present study aimed to explore whether menopausal symptoms might contribute to increased levels of burnout and whether this relationship can be moderated by social or personal resources. Method The study design was cross-sectional and non-randomized. Ninety-four menopausal nurses completed a self-report questionnaire including scales aimed at measuring menopausal symptoms, burnout, social (i.e., support from superiors and colleagues) and personal (i.e., self-efficacy, resilience, and optimism) resources. Moderated regression analyses were performed to test study hypotheses. Results Whereas menopausal symptoms were associated significantly with emotional exhaustion, no social or personal resources were found to moderate this relationship. Regarding depersonalization, our study indicated that it was affected by menopausal symptoms only among nurses who reported low social support (from superiors and colleagues), optimism, and resilience. Conclusion The present study highlights the importance of organizations that employ a growing number of menopausal women to seek solutions at the individual and social levels that help these women deal with their menopausal transition while working.

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.

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.

Mediated Moderation or Moderated Mediation: Relationship between Length of Unemployment, Resilience, Coping and Health

2011 ◽  
Vol 14 (1) ◽  
pp. 272-281 ◽  
Author(s):  
Víctor Sojo ◽  
Leticia Guarino
Keyword(s):  
Social Functioning ◽  
Coping Styles ◽  
Well Being ◽  
Moderated Mediation ◽  
Self Report ◽  
Mediated Moderation ◽  
Emotional Coping ◽  
Moderation Model ◽  
And Coping ◽  
The Relationship

The aim of the present research was to evaluate a model of mediated moderation vs. moderated mediation that could explain the relationship between length of unemployment, dispositional resilience, coping styles and depression and social functioning of Venezuelan unemployed individuals. Self-report measures were administered to a sample of 328 unemployed residents in Caracas, Venezuela. Results indicated that emotional coping acted as a mediator in the relationship between resilience and depression. Individuals with greater resilience used more detachment coping when unemployment was longer, while individuals with poorer resilience in the same situation used less avoidance coping. Resilience acted as a protective moderating factor between longer periods of unemployment and social functioning, a process mediated by detachment coping. Overall, results supported a mediated moderation model, with resilience as the moderating factor and coping as the mediator in the relation between stress due to the length of unemployment and well-being.

Possible Relationship Between Sense of Coherence and Adolescents’ School Adaptation Through Empathy and Parenting: A Moderated Mediation Model

2020 ◽  
pp. 027243162096144
Author(s):  
Dou Jin ◽  
Yanling Bi ◽  
Miao Yan
Keyword(s):  
Sense Of Coherence ◽  
Mediation Analysis ◽  
Moderated Mediation ◽  
Positive Parenting ◽  
Self Report ◽  
Mediation Model ◽  
Internal Factors ◽  
School Adaptation ◽  
Moderated Mediation Model ◽  
The Relationship

Recent research has shown that internal factors are important predictors of adaptation, but little research has studied the relationship between a sense of coherence and school adaptation. The present study examined the mediating and moderating mechanisms underlying this relationship. A total of 1,072 middle students completed self-report questionnaires assessing their sense of coherence, fathers’ and mothers’ parenting, empathy, and school adaptation. The results indicated that a sense of coherence was positively associated with school adaptation. A mediation analysis indicated that empathy mediated the relationship between a sense of coherence and school adaptation. Furthermore, both the effect of a sense of coherence on school adaptation and the effect of a sense of coherence on empathy were moderated by positive parenting. The present study contributes to a better understanding of how and when a sense of coherence promotes adolescents’ school adaptation.

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.

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