scholarly journals Effect of Image, Trust and Responsiveness of Social Welfare Organizations on Continuing Sponsorship of Private Donors: Focusing on Mediation Effect of Organizational Identification and Moderation Effect of their Financial Status

2015 ◽  
Vol 15 (8) ◽  
pp. 258-270
Author(s):  
Won-June Lee
Keyword(s):  
Social Welfare ◽  
Organizational Identification ◽  
Mediation Effect ◽  
Moderation Effect ◽  
Financial Status

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

scholarly journals The nexus between corporate philanthropy and customer citizenship behavior: The role of corporate reputation and customer socialization.

2020 ◽  
Vol 1 (1) ◽  
pp. 22-33
Author(s):  
Linart Janbout
Keyword(s):  
Corporate Reputation ◽  
Corporate Philanthropy ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Moderation Effect ◽  
Customer Citizenship Behavior ◽  
The Impact ◽  
The Relationship

Corporate philanthropy is one of the most debated topics among scholars for socially responsible firms. This study examines the impact of corporate philanthropy on customer citizenship behavior. Furthermore, this study aims to investigate the mediation effect of corporate reputation as well as the moderation effect of customer socialization on the relationship between corporate philanthropy and customer citizenship behavior. The population of this study consists of 393 students from one university in North Cyprus. Using the regression analysis method, the findings of this study revealed that corporate philanthropy positively affects customer citizenship behavior and such a relationship is partially mediated by corporate reputation. The result of the interaction effect reported for a positive significant effect of customer socialization on the relationship between corporate philanthropy and customer citizenship behavior. The research contributes to the literature by providing empirical findings on the relationship between corporate philanthropy and customer citizenship behavior as well as examining the underline mechanisms of how and under what conditions corporate philanthropy enhances customer citizenship behavior.

scholarly journals A Mediation and Moderation Model of Social Support, Relationship Quality and Social Commerce Intention

2020 ◽  
Vol 12 (23) ◽  
pp. 9889
Author(s):  
Md. Alamgir Hossain ◽  
Nusrat Jahan ◽  
Minho Kim
Keyword(s):  
Social Support ◽  
Relationship Quality ◽  
Structural Equation ◽  
The United States ◽  
Equation Model ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Social Commerce ◽  
Moderation Effect ◽  
The Social

This study examines the antecedents of social commerce intention by conceptualizing a model that includes two exogenous variables; relationship quality and social support, and an endogenous variable; social commerce, along with a mediation effect of relationship quality and moderation effect of cultures. This research model is tested by survey data collected in the United States and Korea, analyzed by a structural equation model. The results reveal that relationship quality generates the social commerce intention through commitment, satisfaction and trust, and becomes a maiden study with its mediating effect on social commerce intention. Social commerce intention is highly representative of social sharing and social shopping on social media. The social support is measured through emotional and informational support, proving to be a stronger predictor of relationship quality and social commerce intention. In addition, social support articulates differences in respect to the cultural differences. The model offers valuable insights to researchers and practitioners that aims to improve social commerce intention.

scholarly journals Linkage between Perceived Corporate Social Responsibility and Employee Engagement: Mediation Effect of Organizational Identification

2015 ◽  
Vol 5 (3) ◽  
pp. 174 ◽  
Author(s):  
Osveh Esmaeelinezhad ◽  
Kuppusamy Singaravelloo ◽  
Ali Boerhannoeddin
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Mediation Effect ◽  
Corporate Social

This study employs structural equation modelling technique to examine the direct effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement as well as the mediated link through organizational identification. Social exchange theory and social identity theory used to explain the relationships between the variables in this study. It was conducted among 1080 employees of four selected organizations in Iran which are among the main pioneers in performing corporate social activities. The test of research model shows the positive effect of perceived external corporate social responsibility and perceived internal corporate social responsibility on employee engagement. In addition, it confirms that organizational identification has a mediating role in above relationships. The results have also contributed to a better understanding of corporate social responsibility in Iran as a developing country in which corporate social responsibility has recently gained attention and thus there is still a lack of understanding about it. The findings would be useful for managers to have a better insight towards applying corporate social responsibility in line with increasing employees’ identification and engagement. 

scholarly journals Power Brand Defense Up, My Friend! Stimulating Brand Defense through Digital Content Marketing

2021 ◽  
Vol 13 (18) ◽  
pp. 10266
Author(s):  
Dima Sawaftah ◽  
Ahmad Aljarah ◽  
Eva Lahuerta-Otero
Keyword(s):  
Source Credibility ◽  
Relative Effect ◽  
Mediation Effect ◽  
User Generated Content ◽  
Credibility Theory ◽  
Digital Content ◽  
Behavioral Engagement ◽  
Moderation Effect ◽  
Likelihood Model ◽  
Content Marketing

Digital content marketing that increases consumers’ favorable behavior is of increasing interest to marketers. However, there is a lack of studies that examine the relative effect of digital content marketing on brand defense. Building on the theoretical lens of elaboration likelihood model, attachment theory, and source credibility theory, this experimental study examines the relative effect of two types of digital content marketing on brand defense, taking into consideration the mediation effect of behavioral engagement and the moderation effect of age generation. Based on 237 participants collected from a United States sample, the findings of this study revealed that user-generated content is a stronger predictor of brand defense and behavioral engagement compared to firm-generated content. Further, behavioral engagement served as a mediator variable between the digital content marketing types and brand defense. Significant evidence has additionally been found between behavioral engagement and brand defense. Moreover, the findings of the moderation analysis illustrated that Generation Z is the most influenced by user-generated content, followed by Generations X and Y. Generation Y is the most influenced by firm-generated content, followed by Generations Z and X. This study adds empirical relevance to the growing literature of the importance of digital content marketing, behavioral engagement, and generation as well validates the effects of those constructs on brand defense.

scholarly journals Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction

2020 ◽  
Vol 13 (1) ◽  
pp. 17-32
Author(s):  
Prakash Kumar Gautam
Keyword(s):  
Social Exchange ◽  
Employee Satisfaction ◽  
Social Exchange Theory ◽  
Mediation Effect ◽  
Work Culture ◽  
Moderation Effect ◽  
Organizational Behaviour ◽  
Mediating Role ◽  
Employees Satisfaction ◽  
Medium Enterprise

 Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Process Macro approach for examining mediation effect. This study revealed the work-culture significantly influenced employees’ satisfaction and work-behaviour with no moderation effect of job satisfaction. Findings of this study suggest managers to promote supportive work-culture to increase employee satisfaction and positive work-behaviour. This study also provides evidence to strengthen a reciprocity approach of social exchange theory (SET) in employees’ work-behaviour in SMEs.

scholarly journals Why and when leader humility promotes constructive voice: a crossover of energy perspective

2019 ◽  
Vol 49 (5) ◽  
pp. 1157-1175
Author(s):  
Chao Ma ◽  
Chia-Huei Wu ◽  
(George) Zhen Xiong Chen ◽  
Xinhui Jiang ◽  
Wu Wei
Keyword(s):  
Effect Study ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Negative Consequences ◽  
Voice Behavior ◽  
Conservation Of Resources Theory ◽  
Content Type ◽  
Moderation Effect ◽  
Leader Humility

Purpose The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychological resources from their interactions with the leader (i.e. relational energy), and thus engage in more constructive voice behavior. In addition, this energizing effect only occurs when the leader is perceived as having higher apparent sincerity by their subordinates. Design/methodology/approach The research hypotheses of this study were empirically tested using multi-timepoint and multi-source (i.e. supervisors and subordinates) survey data in China. Study 1, based on data from 449 subordinates and 88 immediate supervisors, was conducted to test the proposed mediation effect. Study 2, based on data from 185 subordinates and 50 immediate supervisors, was conducted to replicate the findings of Study 1 and test the integrated model. Findings The results of Study 1 support the proposed mediation effect that leader humility positively predicts followers’ constructive voice behavior via boosting followers’ relational energy. The results of Study 2 replicate the findings of Study 1 and further indicate that leader humility is only positively related to perceived relational energy when a leader is perceived as having higher apparent sincerity by their subordinates. Practical implications This paper provides detailed instructions for business practitioners. First, given that employee constructive voice behavior is related to employee relational energy and is beneficial to organizations, leaders are encouraged to behave with humility when interacting with their subordinates. Second, from the perspective of human resource management, well-designed training programs can be used to help leaders to develop leader humility. Third, the findings of this paper call attention to a potential risk for humble leaders. Organizations should educate leaders on the potential negative consequences of false humility and encourage leader humility that will appear in leaders’ sincerity. Originality/value Overall, drawing on conservation of resources theory and crossover of resources model, this paper reveals that boosting relational energy is a mechanism via which humble leaders can shape employees’ voice behavior. Second, by examining the moderation effect of apparent sincerity of leaders from followers’ perspective, this paper suggests an actor–recipient perspective to identify the boundaries of the energizing mechanism. Third, the findings of this paper add to the knowledge on voice research by highlighting an additional source of energy for employee constructive voice behavior.

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