The effect of wage peak system perception on job satisfaction: The mediating effect of identity threat, and the moderating effect of process fairness and organization based self-esteem

The present thesis investigated whether negative spillover of environmental behaviours (i.e., when engaging in one green behaviour decreases engagement in subsequent pro-environmental behaviours) can be explained within the framework of the moral credentials phenomenon (i.e., when engaging in one moral behaviour reduces engagement in further moral behaviours). Specifically, the goal was to test whether a boost in self-esteem following a green behaviour increased the likelihood of a moral credential negative spillover effect, and whether this effect was more likely for left-wingers (vs. right-wingers), because they perceive green behaviours as more moral. Study 1 found, as predicted, that left-wingers (vs. right-wingers) perceived green behaviours as more moral and that positive feelings associated with engaging in green behaviours mediated this relation. Furthermore, Study 2 found there was a marginally significant moral credential negative spillover effect. However, the proposed moderating effect of political orientation and mediating effect of self-esteem were not found.

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The effect of job autonomy on innovation behavior

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v25i1.215-238 ◽

2012 ◽

Vol 25 (1) ◽

pp. 215-238

Author(s):

Deukyoung Ko ◽

TaeYong Yoo

Keyword(s):

Job Satisfaction ◽

Proactive Personality ◽

Openness To Experience ◽

Moderating Effect ◽

Mediating Effect ◽

Mediation Effect ◽

Job Autonomy ◽

Moderating Effects ◽

The Relationship ◽

Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

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