scholarly journals The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention

2014 ◽  
Vol 17 (3) ◽  
pp. 93-124
Author(s):  
오세미 ◽  
홍계훈 ◽  
양회창 ◽  
김민아
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Moderated Mediation ◽  
Pay Satisfaction ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Relationship Of ◽  
The Relationship

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.

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.

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.

scholarly journals Exploring the perceived restorativeness of natural soundscapes under the global pandemic of COVID-19: A moderated mediation model

PLoS ONE ◽  
2021 ◽  
Vol 16 (8) ◽  
pp. e0256855
Author(s):  
Mengyuan Qiu ◽  
Jie Zhang
Keyword(s):  
Moderated Mediation ◽  
Path Coefficient ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Global Pandemic ◽  
Before And After ◽  
Potential Benefits ◽  
Relationship Of ◽  
Xixi Wetland ◽  
The Relationship

Although emerging studies have discussed the potential benefits of soundscape in mental restoration, few have investigated how soundscape renews and re-energizes people, especially in facing the current public challenge of the COVID-19 crisis. We established a moderated mediation model to examine the relationship of the four restorative components of soundscape: being away, compatibility, extent and fascination. The data were collected in Xixi Wetland National Park, China, before the outbreak of COVID-19 (n = 562) in October 2019 and post COVID-19 in October 2020 (n = 341). The results revealed that natural soundscapes have great restorative benefits for visitors. The inter relationships of the restorative components are moderated by the perceived stress level which show significant different before and after the COVID-19 pandemic. The post-COVID-19 visitors reported a higher level of stress while natural soundscapes had greater effects on their mental restoration. The direct effects of extent and fascination as well as the mediating effects of fascination were stronger among the post-COVID-19 group. However, the path coefficient from being away to compatibility were higher in the pre-COVID-19 group. This study improves the current understanding of the interactive mechanism among the restorative components of soundscape. Knowledge about natural soundscape encourages practitioners to consider it as a guideline for the creation of sustainable environments, especially under the COVID-19 crisis.

Differential leadership and organizational corruption in China

2018 ◽  
Vol 12 (4) ◽  
pp. 795-811 ◽  
Author(s):  
Yanzhao Tang ◽  
Xuemei Zhan ◽  
Ken Chen
Keyword(s):  
Organizational Justice ◽  
Moral Disengagement ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Content Type ◽  
Organizational Corruption ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to examine the effect of differential leadership on organizational corruption by developing a measure of organizational corruption and proposing a moderated mediation model. The model focuses on the mediating role of moral disengagement underpinning the relationship between differential leadership and organizational corruption, and the moderating role of organizational justice in influencing the mediation. Design/methodology/approach The authors collected 210 responses from online participants with full time work experience and 57 MBA students answered the survey offline. Findings Results showed that differential leadership was positively associated with organizational corruption. Furthermore, moral disengagement fully mediated the relationship between differential leadership and organizational corruption. Besides, distributive justice negatively but procedural justice positively moderated the indirect effect of moral disengagement. Research limitations/implications Testing the moderated mediation model helps to advance the theoretical understanding of the mechanisms that underlie the effect of differential leadership on organizational corrupt behavior. Originality/value This empirical study provides preliminary evidence of the mediating role of moral disengagement in the positive relationship between differential leadership and organizational corruption. The mediated moderation also extends the finding by adding organizational justice as the moderator to explain how the effect of differential leadership on organizational corruption. Finally, this study provides initial evidence for organizational corruption measure.

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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