conditional indirect effects
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2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Farida Saleem ◽  
Yingying Zhang-Zhang ◽  
C. Gopinath ◽  
Muhammad Imran Malik

PurposeThe paper aims to explore how market pressures, upper echelons theory and slack resources interact to affect pro-environmental strategies in an emerging market. Specifically, the authors assess external market factors (consumer concerns, regulatory forces and competitors' concerns) in terms of how they are negotiated through internal resources and company capabilities (top management commitment and discretionary slack) to produce or not produce pro-environmental strategies (environmental corporate strategy and environmental marketing strategy).Design/methodology/approachA total of 1,000 questionnaires were distributed in the Pakistani manufacturing sector – where energy use and natural resources consumption is intensive. The final 181 useable responses were analyzed using covariance-based structural equation modeling and the PROCESS macro.FindingsThe results reveal that regulatory forces and competitors' concerns have both direct and conditional indirect effects on environmental corporate strategy but only conditional indirect effects on environmental marketing strategies through the mediation of top management commitment and at different levels of discretionary slack. However, consumer concerns remain inconsequential antecedents with insignificant direct effects and conditional indirect effects on environmental corporate and marketing strategies through the mediation of top management commitment at different levels of discretionary slack.Originality/valueThe authors propose an integrative model as a functioning mechanism for the environmental strategic decisions of companies in emerging markets. This model relies on both slack resource and upper echelons theories. These findings contribute to a better understanding of the impacts of internal and external determinants and functions on environmental strategies at corporate and functional levels in emerging markets. The various paths to diverse levels of environmental strategy and the insignificant role of consumer concerns suggest a need for further investigation of corporate environmentalism in emerging markets that consider their distinctive legal, societal, market and institutional contexts.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmad Raza Bilal ◽  
Tehreem Fatima

Purpose This study aims to extend the much-held strategic entrepreneurial orientation stance and conceptualized it as a psychological disposition of small- and medium-scale enterprises (SMEs) owners. Based on this notion, the authors theorized that individual entrepreneurial orientation (IEO) is a precursor of success in manufacturing sector SMEs. Building on the credo of action regulation, the authors clarified the IEO and SMEs’ success association by introducing exploration activities as a conduit. Further, the authors posited that entrepreneurial alertness augments the nexus of IEO, exploration activities and SMEs success. Design/methodology/approach A three-wave survey was done by drawing a cluster-based sample of 389 SME owners in the manufacturing sector of Pakistan. The mediation and moderation analysis were done by PROCESS macro that uses bootstrapping with 5,000 draws to calculate the indirect (Model 4), conditional and conditional indirect effects (Model 7) at a 95% confidence interval. Findings The results offered empirical support to the conjectured association among IEO and SMEs’ success mediated by exploration activities. Moreover, the conditional direct (between IEO and exploration activities) and indirect impact (among IEO and SMEs’ success mediated by exploration activities) of entrepreneurial alertness was substantiated. Originality/value The authors added to the sprouting body of knowledge in the field of entrepreneurial orientation by focusing on its individual-level psychological conception. The authors have unlocked the interplay between IEO and SMEs’ success via the role of action characteristics of exploration activities and entrepreneurial alertness based on the action regulation tenet. Thus, the authors made a novel contribution by linking the micro-level entrepreneurial orientation and actions with macro-level SMEs' success.


2021 ◽  
Author(s):  
Samuel Donnelly ◽  
Terrence D. Jorgensen ◽  
Cort Rudolph

Conceptual and statistical models that include conditional indirect effects (i.e., so-called “moderated mediation” models) are increasingly popular in the behavioral sciences. Although there is ample guidance in the literature for how to specify and test such models, there is scant advice regarding how to best design studies for such purposes, and this especially includes techniques for sample size planning (i.e., “power analysis”). In this paper, we discuss challenges in sample size planning for moderated mediation models and offer a tutorial for conducting Monte Carlo simulations in the specific case where one has categorical exogenous variables. Such a scenario is commonly faced when one is considering testing conditional indirect effects in experimental research, wherein the (assumed) predictor and moderator variables are manipulated factors and the (assumed) mediator and outcome variables are observed/measured variables. To support this effort, we offer example data and reproducible R code that constitutes a “toolkit” to aid researchers in the design of research to test moderated mediation models.


Author(s):  
Irum Alvi ◽  

By exploring the connections between communication and career anxiety and perceived stress, the current study contributes to a more nuanced appreciation of the university students’ emotional and psychological frame of mind during interviews. The study evaluates the direct, indirect and conditional indirect effect of CA on perceived stress PS during interviews. The study also presents a complex research model, based on Preacher, Rucker, and Hayes (2007) model where the independent variable CA has a moderating effect on FCA, which is the mediator. The model is validated using empirical data, sample size 177 with 124 males (70.1%), and 53 (29.9%) females, with PLS-SEM using Smart PLS 3 (3.2.9). To test the hypotheses formulated, two tests were conducted using the same sample; the first one verified the direct and mediating hypotheses, the next verified the moderated mediation hypothesis. The results indicate CA affects PS. Secondly, FCA mediates the effect of CA on PS. Moreover, the study confirms the effect of moderation as CA moderates the effect of FCA on PS, such that the relationship between FCA and PS is weaker when CA is small compared to when it’s high, however at very higher level the effect is seen to dampen and weaker. The implications are discussed.


Author(s):  
Laura Petitta ◽  
Tahira M. Probst ◽  
Valerio Ghezzi ◽  
Claudio Barbaranelli

AbstractUsing emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of production pressure (i.e., a contextual demand) on the relationship between emotional contagion and employee poor sleep and health. Data from 1000 employees in Italy showed that the conditional indirect effects of contagion of anger, but not of joy, on accidents and injuries via sleep and health problems were intensified as levels of production pressure increased. Furthermore, contagion of anger was positively associated with both sleep disturbances and health problems whereas contagion of joy was negatively related to only sleep disturbances. These findings suggest that the effect of anger that employees absorb during social interactions at work likely persists when coming at home and represents an emotional demand that impairs the physiological functions that regulate restorative sleep and energies recharging; and, this effect is even stronger among employees who perceived higher levels of organizational production pressure.


2021 ◽  
Vol 49 (1) ◽  
pp. 390-403
Author(s):  
Yeoun Kyoung Hwang ◽  
◽  
Chang Seek Lee ◽  

Introduction. Child-care teachers’ turnover intention is very high in Korea because of low wage and hard work which cause job stress and psychological burnout. There is need for research to reduce turnover intention using psychological variables such as gratitude. Our purpose in this study was to verify when gratitude affects the mediating effects of psychological exhaustion in the link between job stress and turnover intention of 234 childcare teachers in Korea. Study participants and methods. The participants in this study were 234 child-care teachers from Korea. Among the participants, 78.6% were married and 21.4% were single. The most common age group was 40s with 49.1%, 30s with 23.6%, 20s with 15.0%, and 50s with 12.3%. For analysis, we used SPSS Win.25.0 and PROCESS macro for SPSS 3.5 programs to do descriptive statistics analysis, reliability analysis, correlation analysis, and moderated mediation effect analysis. Results. First, turnover intention had a positive correlation with job stress (r = .506, p<.01) and psychological burnout (r = .571, p<.01), and a negative association with gratitude (r = - .339, p < .01). Second, conditional indirect effects of gratitude on the relationship between job stress and turnover intention through psychological burnout were significant (p < .001) when the gratitude value was low (M-1 SD), average (M), or high (M+1 SD). Therefore, the moderated mediation effect of gratitude was verified. Practical significance. This study found out that gratitude of childcare teachers alleviates their turnover intention. This result will be used as a model to reduce the degree of turnover intention by using the gratitude of child-care teachers.


2021 ◽  
Vol 45 (2) ◽  
pp. 159-170
Author(s):  
Adam Abdulla ◽  
Ruth Woods

AbstractThis study investigated the effects of current unsatisfactory performance (CUP) on improvement expectancy (IE) and commitment to improvement (CTI). 118 high school students were randomly assigned to consider either current satisfactory performance (CSP) or CUP. In addition, students within each group were randomly assigned to one of two evaluative approaches: (1) dichotomous present-focused evaluation (“Are you succeeding in this area? Or not?”), or (2) historical success scaling (“What is the highest level of success that you have reached in this area?”). It was hypothesised that (relative to CSP) CUP has a negative effect on improvement expectancy (IE). This hypothesis was supported. In addition, the data were consistent with an inconsistent mediation hypothesis according to which CUP has a positive direct effect on CTI but a negative indirect effect through reduced IE. The indirect effect of CUP on CTI was expected to be less negative amongst students engaging in historical success scaling than amongst students engaging in dichotomous present-focused evaluation. Although this was indeed the case, a test of moderated mediation indicated that the conditional indirect effects did not differ statistically. The study helps to illuminate the conflicting effects of CUP on CTI. Findings also have important implications for cognitive-behavioural and solution-focused approaches, both of which champion “scaling.”


2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Beth G. Chung ◽  
Michelle A. Dean ◽  
Karen Holcombe Ehrhart

PurposeThis study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual (human and social) capital serves as a contingency variable in moderating the relationship between practices and outcomes.Design/methodology/approachOrganizational-level data were collected from 79 senior-level executives. Hypotheses were examined via regression analyses and the product-of-coefficients approach was used to test for indirect and conditional indirect effects.FindingsThis study found a positive relationship between inclusion values and inclusive HR practices and between inclusive HR practices and organization-level outcomes. Inclusive HR practices mediated the relationship between values and outcomes and intellectual capital moderated the relationship between practices and outcomes, such that inclusive HR practices played a greater role in augmenting outcomes for organizations with lower intellectual capital.Practical implicationsAlignment of inclusion values and inclusive HR practices is important for organizational effectiveness, and inclusive HR practices are likely to play a particularly important role when an organization is relatively weak in intellectual capital.Originality/valueThis paper broadens the inclusion literature by using a macro-level lens to understand how organizational inclusion values and practices may relate to organizational outcomes. It also shows the importance of intellectual capital as a contextual variable in the inclusion practice to outcome relationship.


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