Organizational Politics and Work Outcomes: A Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.

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Networking and development idiosyncratic deals

Career Development International ◽

10.1108/cdi-01-2017-0017 ◽

2017 ◽

Vol 22 (7) ◽

pp. 816-828

Author(s):

Sylvie Guerrero ◽

Hélène Challiol Jeanblanc

Keyword(s):

Design Methodology ◽

Organizational Politics ◽

Moderated Mediation ◽

Research Model ◽

Mediation Model ◽

Idiosyncratic Deals ◽

Content Type ◽

Moderated Mediation Model ◽

Support Seeking ◽

The Relationship

Purpose The purpose of this paper is to explore the antecedents of development idiosyncratic deals (i-deals) from an organizational politics and a situationist perspective. The paper tests a moderated mediation model in which networking skills is indirectly related to development i-deal in a context of high hierarchical plateau. Design/methodology/approach The authors test the research model with a sample of 252 engineers, 88 percent male, who work in an economically wealthy region of France and who are thus well positioned to negotiate development i-deals. Findings The authors lead analyses with the Preacher et al.’s macros on SPSS. Results support the hypotheses. The authors find that support-seeking behaviors partially mediate the relationship between networking skills and development i-deals, and that this relationship is significant only in a context of high plateauing. Originality/value Overall, this study contributes to a deeper understanding of i-deal antecedents by bridging the literatures on i-deals and careers. It also shows that socially skilled employees are able to seek support and in turn, to proactively negotiate development i-deals. This process is a way to cope with perceptions of hierarchical plateau.

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The Inhibitory Effect of Perceived Organizational Politics on Employee Voice Behavior: A Moderated Mediation Model

Frontiers in Psychology ◽

10.3389/fpsyg.2021.727893 ◽

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.

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Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model

Journal of Career Development ◽

10.1177/0894845317700728 ◽

2017 ◽

Vol 47 (3) ◽

pp. 249-265 ◽

Cited By ~ 5

Author(s):

Paola Spagnoli

Keyword(s):

Job Satisfaction ◽

Organizational Socialization ◽

Moderated Mediation ◽

Mediation Effect ◽

Work Outcomes ◽

Mediation Model ◽

Moderated Mediation Model ◽

Career Growth ◽

And Performance ◽

The Relationship

The current study aimed at examining a moderated mediation model based on the theoretical framework of organizational socialization. In particular, the mediating effect of organizational career growth (OCG) in the relationship between organizational socialization learning and work outcomes (job satisfaction and performance) was assessed through a multigroup approach on an overall sample of 474 Italian employees. Specifically, structural equation modeling through the bootstrap method was used to test the mediation hypotheses on three dichotomous moderating variables: gender (men/women), parenthood (parents/not parents), and tenure (newcomers/expert employees). Results showed a moderated mediation effect (total mediation) of OCG in the relationship between organizational socialization learning and performance and a mediation effect of OCG in the relationship between organizational socialization learning and job satisfaction. Results are discussed on the light of the original contribution provided, as well as limitations, suggestions for further research and practical implications.

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